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What Is an Employer’s Liability for a Car Accident Caused by an Employee?

If you have been seriously injured in a car accident, it may not just be the driver of the other vehicle who bears legal responsibility. For instance, if the negligent driver was operating a vehicle owned by his or her employer, the company may owe you compensation under the legal principle of vicarious liability. Alternatively, […]

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Is Transgender Discrimination Illegal in Oklahoma?

Employment discrimination based on a person’s gender has long been prohibited under federal and Oklahoma law. But in recent years there has been a focus on transgender employees and their rights under existing anti-discrimination laws. In a 2007 case the U.S. Tenth Circuit Court of Appeals, which has federal appellate jurisdiction over Oklahoma, ruled that […]

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OK Supreme Court Says Liquor Stores Can Be Sued for Serving Drunk Drivers

Drunk driving in Oklahoma continues to outpace the rest of the country. According to the U.S. Centers for Disease Control and Prevention, there were over 2,200 people killed in car accidents involving a drunk driver in Oklahoma over a 10-year period. This works out to 5.6 deaths per 100,000 population, a rate that is nearly […]

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Workplace Retaliation Does Not Necessarily Require Proof of Discrimination

Gender discrimination is a serious problem in many Oklahoma workplaces. Yet many victims are afraid to come forward because they fear retaliation. That is why federal laws expressly forbid employers from discriminating against an employee for “opposing any practice” that is considered unlawful. While the law does not actually use the word “retaliation,” that is […]

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How Oklahoma’s Cap on “Noneconomic” Damages Can Affect Your Personal Injury Claim

It is not always possible to quantify a personal injury claim. For example, if you are in a car accident, you can calculate your medical bills and lost wages. But what about your pain and suffering? This falls into a legal category known as “noneconomic damages.” In 2011 the Oklahoma legislature–under pressure from so-called “tort […]

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Oklahoma Supreme Court: You Can’t Lose Workers’ Compensation Benefits for Missing a Doctor’s Appointment

Workers’ compensation is a special category of personal injury claim in Oklahoma. Typically, an injured plaintiff must prove the defendant was negligent in order to receive damages. But with workers’ compensation, an employer is expected to provide benefits upon receiving notice of a covered employee’s job-related injury, without regard to fault. Justices Throw Out 2014 Legislative […]

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EEOC Accuses Oklahoma Oil & Gas Company of Screening Applicants by Age, Workers’ Compensation Status

Oklahoma employers are supposed to make hiring decisions based on merit, not preconceived notions of an applicant’s fitness based on age or disability. Indeed, federal and state laws prohibit such employment discrimination. Unfortunately, many employers throughout the state try to find clever ways to work around the law, only to find themselves in the cross-hairs […]

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How Long Do I Have to File an Employment Discrimination Claim?

Employment discrimination is usually not a one-time affair. Many Oklahoma employees are subject to a pervasive, hostile work environment that lasts for months or even years. Federal and state laws provide remedies for employees who are victims of such discrimination, but it is critical to take prompt action because there are certain statutory deadlines that […]

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What Happens When Oklahoma Auto Insurers Deal in Bad Faith?

Dealing with insurance companies is often a major hassle following a car accident. While insurance companies have every right to conduct due diligence before paying out a claim, the Oklahoma Supreme Court has said there is an “an implied duty to of the insurer to act in good faith and deal fairly with its insured.” […]

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Was It Retaliation?

Retaliation is an act made against an employee as an effort to punish him or her for exercising one or more of his or her rights. Specifically, Title VII of the Civil Rights Act of 1964 lists a set of activities designated as “protected activities.” An employer cannot retaliate against an employee in any way […]

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