Oklahoma is an “at will” employment state. That means you can be fired or quit your job for any reason. However, the job termination reason can’t violate a public policy. So, what is a “public policy” violation and thus an exception to “at will” employment and a wrongful termination?
Generally, if you were fired, harassed, demoted, etc., on the job because of your race, sex, disability, age, pregnancy, religion, ethnic or national origin, that’s a public policy violation. Also, if your job was terminated because you had a legitimate job injury or work injury claim, Workers’ Compensation, or were absent from work while temporary disabled, that is also a public policy violation.
And, if you were fired because you took Family Medical Leave or “blew the whistle” on an employer’s wrongful act that threatened public safety, that is a public policy violation and an exception to the general “at will” employment status.
Different statutes of limitation apply to different public policy violations, anywhere from 300 days to 3 years may be your cut off deadline. It’s important to consult an experienced wrongful termination lawyer like Tim Gilpin who is familiar with employment law and the deadlines as soon as possible.
Wrongful termination cases are taken on a contingency fee basis with a free, up front, consultation. The law provides for back wages lost, future wages reasonably lost, emotional distress, benefits lost, pain and suffering that can be linked to the job loss and the resulting chaos in a family’s life.
Tim has successfully represented people harassed and wrongly fired from their job for 34 years. His clients have recovered millions in settlements, got their job back or received a verdict in their favor.
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