EMPLOYMENT DISCRIMINATION DEMAND LETTER
Oklahoma Law
Oklahoma Anti-Discrimination Act, 25 O.S. Section 1101 et seq.
[ATTORNEY/FIRM LETTERHEAD]
[Firm Name]
[Address Line 1]
[City, Oklahoma ZIP]
Tel: [Phone Number]
Fax: [Fax Number]
[Attorney Email]
[Oklahoma Bar Association No.]
VIA CERTIFIED MAIL, RETURN RECEIPT REQUESTED
AND VIA EMAIL TO: [recipient_email]
[Date]
[Employer Contact Name]
[Title]
[Company Legal Name]
[Company Address]
[City, State ZIP]
Re: Employment Discrimination Claim of [Client Full Name]
OK Attorney General Charge No.: [If filed]
EEOC Charge No.: [If filed]
CONFIDENTIAL SETTLEMENT COMMUNICATION - 12 O.S. Section 2408
Dear [Mr./Ms./Mx. Last Name]:
This firm represents [Client Full Name] ("our client") regarding [his/her/their] claims of unlawful employment discrimination against [Company Legal Name] ("[Company Short Name]" or "the Company").
I. LEGAL FRAMEWORK
A. Oklahoma Anti-Discrimination Act
Oklahoma prohibits employment discrimination under 25 O.S. Section 1101 et seq.
Protected Classes Under 25 O.S. Section 1302:
- Race
- Color
- Religion
- Sex (including pregnancy)
- National origin
- Age (40+)
- Disability
- Genetic information
B. Federal Anti-Discrimination Laws
| Statute | Protected Class | Citation |
|---|---|---|
| Title VII | Race, color, religion, sex, national origin | 42 U.S.C. Section 2000e et seq. |
| ADEA | Age (40+) | 29 U.S.C. Section 621 et seq. |
| ADA | Disability | 42 U.S.C. Section 12101 et seq. |
C. Administrative Enforcement
Filing Requirements:
- Must file complaint within 180 days with Oklahoma Attorney General's Office
- Work-sharing with EEOC
- 180 days to file suit after right-to-sue
II. FACTUAL BACKGROUND
[Client Full Name] was employed by [Company Short Name] from [Start Date] through [End Date / Present] as a [Job Title] in [City], Oklahoma.
III. LEGAL CLAIMS
A. Violation of Oklahoma Anti-Discrimination Act
[Company Short Name] violated Oklahoma law by discriminating against our client based on [protected class].
Key Provisions:
- Applies to employers with 15+ employees
- Administrative exhaustion required
- Damage caps mirror federal Title VII
IV. DAMAGES
A. Damage Caps (25 O.S. Section 1350)
| Employer Size | Combined Cap |
|---|---|
| 15-100 employees | $50,000 |
| 101-200 employees | $100,000 |
| 201-500 employees | $200,000 |
| 500+ employees | $300,000 |
B. Summary of Damages
| Category | Amount |
|---|---|
| Back Pay | $[Amount] |
| Compensatory Damages | $[Amount] |
| Punitive Damages | $[Amount] |
| Attorney's Fees | $[Amount] |
| TOTAL | $[Amount] |
V. SETTLEMENT DEMAND
We demand that [Company Short Name] pay $[Settlement Demand Amount] to resolve all claims.
VI. RESPONSE DEADLINE
Please respond within twenty-one (21) calendar days, no later than [Response Deadline Date].
Sincerely,
[Attorney Name]
[Title]
[Firm Name]
[Oklahoma Bar No.]
OKLAHOMA-SPECIFIC PRACTICE NOTES (Do Not Include in Final Letter)
Key Oklahoma Considerations
[ ] Administrative Exhaustion: Required before court action
[ ] 180-Day Deadline: Same as federal non-deferral deadline
[ ] Damage Caps: Follows federal Title VII caps
[ ] AG Enforcement: Oklahoma Attorney General's Office handles enforcement
Statute of Limitations Reference
| Claim | Deadline | Citation |
|---|---|---|
| Admin Complaint | 180 days | 25 O.S. Section 1350 |
| Court Action | 180 days after right-to-sue | 25 O.S. Section 1350 |
| EEOC (deferral state) | 300 days | 42 U.S.C. Section 2000e-5(e) |