Can I terminate employees without violating employment laws in Oklahoma? What are the requirements?

To terminate employees in Oklahoma, there are certain requirements that must be followed to avoid violating employment laws. Here are some important considerations:

Proper Procedures for Termination

• Employers should provide notice and hearing before terminating employees ^[1.1].
• It is important to ensure that the termination does not violate the Oklahoma Uniformed Services Employment and Reemployment Rights Act ^[2.1].
• Employers should also be aware of potential administrative fines for violating employment laws ^[3.2].
• Discrimination against employees for enforcing their rights or participating in investigations is prohibited ^[3.3][2.3].

Other Considerations

• Employers should not accept employment to replace employees involved in a strike or lockout ^[3.4].
• The Oklahoma Employment Security Commission is authorized to appoint, fix compensation, and prescribe duties and powers of necessary personnel ^[4.1].
• Failure to employ at least 90% of nonprofessional personnel who are qualified residents of Oklahoma may result in a misdemeanor offense and a fine ^[3.5].

It is important to note that this is not an exhaustive list of requirements and that specific circumstances may require additional considerations. If you have any specific questions or concerns about terminating employees in Oklahoma, it is recommended that you consult with a legal professional.

Source(s):

• [1.1] Employees Terminated by Operation of Law Deemed Office of Public Affairs Employees - Final Termination Date
• [2.1] Termination of Entitlement to Benefits
• [3.2] Violations - Administrative Fines
• [3.3] Certain Actions Against Employees Prohibited
• [3.4] Acceptance of Employment to Replace Employees Involved in a Strike or Lockout Prohibited
• [4.1] Personnel and Compensation
• [2.3] Right to Employment – Discrimination by Employer
• [3.5] Penalty

Jurisdiction

Oklahoma

• Labor