Oklahoma Termination (with Discharge) laws & HR compliance analysis

Oklahoma Termination (with Discharge): What you need to know

Oklahoma is an "employment-at-will" state. This means that in general, either the employer or the employee may end the employment relationship at any time and for any reason. However, federal or state law, collective bargaining agreements, or individual employment contracts may place limitations on an otherwise employment-at-will relationship. In addition, Oklahoma has recognized several important exceptions to at-will employment.
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As a general rule, if a federal, state, or local law grants employees the right to engage in an activity or to enjoy a benefit, employees should never be disciplined, discharged, or otherwise retaliated against for requesting or attempting to do so.
To list a few key examples, state law prohibits employers from discharging employees for engaging in the following activities:
Health and safety. It is illegal under federal and state law to fire an employee in retaliation for making a complaint about occupational safety and health conditions (OK Stat. Tit. 40 Sec. 403).
Jury duty. Employers are not permitted to discharge or discipline an employee for missing work to serve on a jury. However, the employee must notify the employer within a reasonable period of time after receiving the summons (OK Stat. Tit. 38 Sec. 34).
Military service. It is unlawful to discipline or discharge an employee for service in the armed forces. Employers must reemploy workers on military leave in their prior jobs or jobs of similar seniority, status, and pay (OK Stat. Tit. 44 Sec. 71, OK Stat. Tit. 44 Sec. 208.1, OK Stat. Tit. 72 Sec. 47, and OK Stat. Tit. 72 Sec. 48.1).
Smoking. It is illegal to discharge or discriminate against a person on the basis of smoking or ...

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