Practice Areas
At Ironside Law Firm, we represent clients with legal needs involving Federal Employment, Private Employment, Employment Compliance and Litigation, Union Member Representation, Title IX Litigation, Workers' Compensation, and Personal Injury. For an in-depth description, please see the practice categories below.
Federal Employment
The law surrounding federal employees can be complicated and differs from the law of the private sector. Federal employees in Oklahoma are lucky to have Christina in their corner to navigate through the various personnel actions she prosecutes against federal governmental agencies.
Christina is determined to keep her clients’ rights protected when they face workplace harassment or adverse events. She defends federal sector employees in matters including workplace discrimination, harassment, discipline, removal, retaliation, whistleblowing, and more. Christina has navigated matters for federal civilian personnel against the Veterans Administration, the Air Force, the FAA, and the Army. She has represented employees before the following agencies and circumstances:
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From administrative work through federal court appearances, Christina takes clients through all the legal protections afforded by the EEOC, the agency tasked with enforcing federal workplace laws and investigating discrimination complaints. Federal employees dealing with discrimination, harassment, retaliation and/or wrongful termination are encouraged to discuss this process with Christina, which could range from filing an informal discrimination complaint to filing an appeal of an EEOC decision.
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This is an appeals board where workers may challenge federal agency decisions. Christina crafts appeals and appears before the MSPB for clients facing whistleblower retaliation, or Independent Right of Action (IRA) cases; discrimination cases; removal; suspension; disqualification; and involuntary termination.
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This is the first step when a federal employee has a whistleblower complaint. Acting as an independent federal agency, the OSC investigates allegations of IRA violations. If the OSC declines to pursue a complaint, a federal employee may pursue bringing it to the MSPB next.
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The Department of Veterans Affairs (VA) relies on the OAWP to investigate VA job applicants and employees’ allegations of whistleblower retaliation by supervisors and senior leaders. Christina helps affected employees protect their anonymity whenever possible and to collect evidence for a strong submission to the OAWP.
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While some cases involve court hearings and military protocols, other matters are better served proceeding through mediation, which takes place outside of a courtroom and relies on a neutral third party as mediator. While following a mediator’s ruling is voluntary, arbitrators instead will issue a binding decision. Christina is ready to work with federal agency employees when labor disputes and grievances may be better resolved through mediation or arbitration.
If you are a federal government employee or federal contractor residing in Oklahoma, please contact Christina today for more information about how federal laws impact your claim.
Private Employment
Anti-discrimination laws protect Oklahomans who are working for a private employer (not part of the government). It can feel overwhelming to face discrimination at work and fight against unjust consequences or termination. Christina is ready to protect employees’ rights and provide victims of discrimination, retaliation and unjust dismissal with the most effective legal tools available.
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Discrimination at work occurs when a subordinate, coworker, or supervisor treats an employee or group of employees differently because of his or her membership in a legally protected category. The protected categories include race, gender, sexual orientation, national origin, religion, age, disability, pregnancy, military status, and genetic information.
These classifications are provided for in:
• Title VII of the Civil Rights Act of 1964
• Americans with Disabilities Act
• Equal Pay Act
• Pregnancy Discrimination Act
• Age Discrimination in Employment Act
• Family and Medical Leave Act
• Uniformed Services Employment and Reemployment Rights Act
• Genetic Information Nondiscrimination Act
• Oklahoma Anti-Discrimination Act (OADA).
Workers who have experienced discrimination may file a claim to receive back pay or compensatory damages (money compensating for the loss), punitive damages, and/or injunctive relief, which would prevent the employer from continuing the discriminatory act. Christina will assist an affected employee through determining the appropriate administrative agency or court where a claim should be heard and the time allocated under the statute of limitations.
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Oklahoma is an at-will employment state and not all employment terminations are illegal. However, certain classes are protected by federal anti-discrimination law and the OADA and cannot be used as a basis to end employment. An employer also may not dismiss an employee as a form of retaliation for alleging misconduct or discrimination. Any employee let go under these circumstances has been wrongfully discharged.
Each case is different and trying to determine the best course of action can be complicated without a deeper understanding of the law. Christina will work for efficient resolution for a wrongfully discharged employee.
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If an employee faces harassment at work, negative feedback from superiors, decreased wages, demotion, or loss of employment in return for reporting unlawful conduct by their employer, it qualifies as retaliation. This can occur to employees addressing the following:
• Worker’s Compensation. When an employee is met with negative consequences in return for filing a Workers’ Compensation claim, this is considered Workers’ Compensation retaliation and is illegal under Oklahoma statute §85A-7. An employee is allowed to file a Workers’ Compensation claim, retain a lawyer for representation in the matter, institute a proceeding regarding the complaint, testify at the same, and may elect to participate (or not participate) in a workplace medical plan.
• Family Medical Leave Act (FMLA). An employee entitled to take leave under the FMLA is protected by federal law and employers may not retaliate against any employee who has chosen to take time away from work in accordance with the FMLA.
• Wage and hour claim. Under the Fair Labor Standards Act and overtime and minimum wage laws at both the state and federal levels, all workers must be fairly compensated for the hours they have worked. If an employee files a claim with the Commissioner of Labor alleging violation of these laws, the employer must provide payment records to dispute the claim or will be ordered to pay the withheld wages.
• Whistleblower. Someone who has reported illegal activity by his or her employer is known as a whistleblower and is protected by the Oklahoma Whistleblower Act. Under the WPA, an employee may file a claim with the Oklahoma Merit Protection Board if they believe a violation of laws has occurred.
• Participating in a complaint process. Providing evidence to an investigating authority in support of a claim against your employer or acting as a witness against the employer in matters involving unlawful discrimination is protected by law.
• Discrimination
• Sexual Harassment
Christina will guide the claimant through gathering evidence to prove that an employer has violated an employee’s protected action or classification. Successful retaliation claims brought to district court can result in an employee receiving from the defendant employer damages and more.
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When an employee has endured workplace discrimination, been wrongfully discharged, or dealt with retaliation, they may find their best remedy to be through an administrative agency and/or filing a lawsuit in court:
• Oklahoma Civil Rights Enforcement (OCRE): State administrative agency that is part of the Oklahoma Attorney General’s Office and formerly known as the Oklahoma Human Rights Commission (OHRC). Claimants have 180 days from date of discrimination to file a Title VII Complaint to be heard by the OCRE. The agency may choose to bring a complaint to court on behalf of the complainant.
• Equal Employment Opportunity Commission (EEOC): Federal administrative agency which conducts investigations involving violation of federal law by an employer with at least 15 employees. Claimants have 180 days from the date of discrimination to file a claim with the EEOC. The agency is tasked with gathering evidence, interviewing witnesses, and notifying an employer of the charge. The EEOC can recommend mediation, settlement, or escalation of the claim.
The OCRE and EEOC have a “work-sharing agreement,” allowing them to work together to process claims. It is generally preferred to file with the EEOC, which grants online access to status updates, case information, and faster responses. No matter whether filing with the state or federal agency, however, a claimant may ask that the claim be cross-filed with the other.
Consulting with Christina soon after the initial incident will help build a stronger case to accommodate the short time frame within which an administrative remedy is available.
Federal court: Employment discrimination claims must first be filed with the EEOC before a lawsuit can be filed at court. However, if the agency dismisses the claim or opts not to pursue a civil enforcement action, a claimant will be issued a “Notice of Right to Sue”. This means that all administrative remedies have been exhausted and the claimant may, within ninety days, file a lawsuit in federal court. Christina is experienced in crafting federal lawsuits for plaintiffs who have experienced employer discrimination.
State court: Individuals may not file a lawsuit in Oklahoma state court, as there is no “private right to action”, if their discrimination claims are related to race, gender, age, or religious belief. Those cases instead should be brought in federal court if OCRE has declined to escalate a complaint. However, the exception is for discrimination complaints made on the basis of disability, defined as any physical or mental impairment that substantially limits a major life activity.
Under Oklahoma law, a claimant has two years from the incident date to bring a discrimination or wrongful discharge matter to state court. As an established Oklahoma attorney, Christina is prepared to present a solid disability discrimination complaint at district court.
If you are privately employed, residing in Oklahoma, and believe you have faced workplace discrimination, wrongful dismissal, or suffered retaliation at work, please contact Christina today for more information about your legal protections.
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With over a decade of experience in Oklahoma labor and employment law, Christina will skillfully guide private employers in best practices and staying updated with legal requirements at the state and national level. She counsels company leaders through internal investigations and audits, settling disputes, arbitration, and mediation.
Christina is also ready to defend clients before the Equal Employment Opportunity Commission (EEOC), Occupational Safety and Health Administration (OSHA), Department of Labor (DOL), Oklahoma Civil Rights Enforcement (OCRE), and in Oklahoma and federal courts. Matters in these complaints and lawsuits involve discrimination, equal pay, wrongful discharge, whistleblower claims, retaliation, harassment, and wage and hour claims.
Christina is available to consult with employers on the best management and employee relation strategies. Her direction resolves legal vulnerabilities, strengthens manager training, and institutes personnel policies to minimize risk. This includes the following:
• Fair hiring practices and background checks
• Employment and severance agreements
• Non-compete and non-solicitation agreements
• Performance evaluations
• Employee discipline
• Adherence to state and federal labor laws, including protected classes, disability accommodation, harassment prevention training, protected Family and Medical Leave Act (FMLA) leaves of absence, and immigration compliance
• Maintaining employee records
• Termination of employment
Christina has worked with multiple Oklahoma companies to develop complex compliance handbooks as well. Contact Ironside Law Firm today to schedule a teaching engagement, lunch-and-learn, or on-site training for your business, or for more information about best employer practices!
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Christina has specialized in catastrophic injury litigation for over a decade, representing both Plaintiffs and Defendants. She works with clients in personal injury disputes across a variety of circumstances, including:
· Car, tractor-trailer, motorcycle, & train wrecks
· Slip-and-falls or other premises claims
· Defective products
· Nursing home negligence
· Insurance bad faith
· Wrongful death
· Toxic exposure
In addition to the services provided by Ironside Law Firm, Christina works with legal experts across Oklahoma to best position cases for successful resolution.
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Christina is committed to providing a better work environment for all working people across Oklahoma and the federal sector. Whether educating, defending or pursuing justice on behalf of her clients, she is well-versed in the best remedy. Christina advises union members across multiple industries on state and federal labor law. Her practice also includes grievances, arbitration, unfair labor practices, and litigation in state and federal courts. She has served clients at the National Labor Relations Board (NLRB). Her knowledge of labor law will aid employee union members in resolving disputes against management.
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Christina is ready to mount a strong defense strategy for employers facing Workers’ Compensation claims in Oklahoma. She works with small businesses, insurance companies, third-party administrators, government entities, and larger corporations across multiple industries. No matter the employer, her goal is the same: to reduce exposure, costs, and time tied up in costly litigation.
Christina’s clients include local employers and carriers as well as those with a national presence. With 15 years of experience in the field, she has conducted internal investigations, negotiated settlements, provided review of claims for mass closure in other states, and taken lawsuits through the appellate process. Matters include subrogation claims for negligent third-party injuries and retaliatory discharge complaints. She regularly appears before the Court of Existing Claims (CEC) and the Workers’ Compensation Commission (WCC).
Christina is available to educate workplace leaders regarding Oklahoma’s Administrative Workers’ Compensation Act and the best employment practices to guard against liability.