Summary
In Oklahoma the mantra of employers in response to employees who are upset about being terminated has been that Oklahoma is an at- will state and that an employer can terminate an at-will employee for good cause, no cause, or even cause morally wrong, without the employer incurring legal liability.
A case decided by the 10th Circuit Court of Appeals on Tuesday should serve as a reminder to Oklahoma employers that there are limits to the at-will doctrine.See the full content of this document
Extract
Commentary: Implied Contracts in Employment
In Parker v. Town of Chelsea, appealed from the Northern District of Oklahoma, a former city employee challenged his termination as wrongful on several bases including tha...
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