Every person who willfully and wrongfully commits any act which grossly injures the person or property of another, or which grossly disturbs the public peace or health, or which openly outrages public decency, including but not limited to urination in a public place, and is injurious to public morals, although no punishment is expressly prescribed therefor by this code, is guilty of a misdemeanor.
Although a copy of the specific charges may not be available yet, University of Oklahoma recruit Joe Mixon has appeared officially in the states criminal justice system. The image you see below popped up at about 2:45 PM this afternoon indicating that Mr. Mixon will be charged with a criminal misdemeanor.
The Oklahoman has reported that the charge will be “one misdemeanor count of an act resulting in gross injury. The charge is generally referred to as outraging public decency.”
While Coach Gundy is known for his exotic and highly effective offensive units on the football field, Gundy has unleashed his attorneys to “go for the end zone” in this lawsuit.
The lawsuit filed by Brent Lee Loveland, the OU T-Shirt wearing carpenter who was abruptly fired by Oklahoma State University Head Football Coach Mike Gundy during the start of construction on Gundy new Stillwater home is starting to move again.
After several months of virtually no significant action, Mike Gundy’s attorneys have filed a Motion for Summary Judgment. In this Motion, the attorneys request that the Court end the case now in favor of Mike and Kristen Gundy.
Summary Judgment is fairly common in the Oklahoma court system, but this one is particularly interesting for among other reasons, it reveals that Loveland’s deposition taken by Gundy’s attorney and substantial excerpts from the deposition are attached to the Motion for Summary Judgment and also can be found here.
Check out the full Motion below.
A former employee of Chesapeake Energy Corporation, Matthew G. Kopf, filed a lawsuit against the company alleging that he and potentially a thousand other employees are owed stock and other compensation. The basis of the allegation is that Chesapeake’s Board of Directors went a “change in control” that triggered provisions in the employees’s contracts that entitled them to immediate vesting of their stock options.
You can read the actual Petition filed in Oklahoma County District Court below:
Have you ever wondered how to find a quality attorney that is right for you?
I am an attorney, I know the kind of questions to find an attorney and I share those questions below in this post.
This post might come off like a commercial for finding me, but its not intended to be. People occasionally need to know how to find an attorney. If it’s in my area, I can refer them to someone I know and trust. If it’s outside my area, I usually don’t have a solid answer. For this reason, I started to think more about the process someone should go through to find an attorney. I came up with the steps below:
Start with people you know and trust. Ask them if they have used an attorney who practices in the area in which you have a need. If the person you trust has used an attorney, find out about the experience, what they liked and did not like and whether they would recommend the attorney.
Social media and digital universe have greatly expanded the number of people you have access to. Reach out to some of the people you know through a social network or other online group to seek out the names of attorneys. The reach of social media increases the likelihood you might find an attorney through personal referral in a distant place.
You might find the best attorney in the world for you through a service that charges attorneys for referrals. On the other hand, you might find an attorney who is a terrible fit for you and end up having an awful experience. If you are going to generate names through a paid referral service, still run the names you get by people to generate additional information.
The Web has ample free resources to find out information about people. Use them to generate information on an attorney you are thinking about hiring. A few places to look: the state bar association web site, online state court records, peer review ratings services such as www.martindale.com and, of course, Google, which should lead to the attorney’s website.
Regardless of how you arrive at someone to hire, it makes sense to talk on the phone or in person with the person you are trusting your legal issues to. A few of the questions to ask:
a. How do you handle billing? Hourly rate or fixed fee? Are there other expenses that will have to be paid? How often do you send out invoices?
b. How do you update your clients on their project or legal matter?
c. If I want (or feel like I need to) to contact you, will I be able to?
One word of advice: Take extreme comments in stride. And by extreme, I mean extreme negative and extreme positive. One person’s glorious experience with an attorney or another person’s torture test with an attorney, doesn’t necessarily determine your experience. Try to discover reality. It is rarely an extremely negative or positive, but rather somewhere in the fluffy middle.
If you have any questions about finding an attorney, please leave me a comment below and I will try to answer.
Former Oklahoma State wide receiver Justin Blackmon was one of the greatest receivers in college football history. He was drafted by the Jacksonville Jaguars earlier this year and he looks to have a fantastic pro career ahead of him.
Blackmon ran into a bit of trouble recently in Stillwater where he was arrested under the suspicion of driving under the influence of alcohol. The Information which sets out the charges against Blackmon is at the bottom of this document. His arrest led to a court case in Payne County, Oklahoma, in which he has been charged with an aggravated misdemeanor. The case will eventually be resolved either with some type of plea agreement or a trial in front of a jury.
You can follow all the developments in this case you know as soon as something happens in the case through legal alerts. All you have to do is sign up for the free plan here using Justin’s name and search out the Justin Blackmon case and you’ll be good to go anytime an event happens you will receive an e-mail telling you about the event and giving you a link to the online docket sheet.
Be first to know when anything new happens in the Justin Blackmon case with Legal Alerts.
It is the way no business owner wants to start the day:
“Hello, I am an investigator from the [insert name of applicable government agency] and I am here to conduct a compliance investigation for your business. See my badge!”
Any small business owner would be frightened, unnerved, frustrated and more. From my experience in this area, I will tell you: It is probably not as bad as you think. Take a deep breath and consider following the steps listed below which Bill Pokorny laid out in his article What To Do When the DOL Makes an Unannounced Visit: Wage & Hour Insights:
1. Be polite to the investigators. If you are not moved to do so out of common courtesy, remember that being disrespectful to a government agent with the power to make your life very difficult and assess large financial penalties is not a wise business decision.
2. Contact your lawyer immediately. Make sure he or she has experience handling investigations. If not, get a referral to someone who does.
3. Don’t turn over any records, arrange employee interviews, or answer any other substantive questions until you’ve talked to your lawyer.
4. Don’t talk to your employees about the visit until you talk to your lawyer. Even questions that seem innocent to you can give the impression that you are pressuring employees or possibly retaliating against them for cooperating with the investigators. Most importantly, make sure your time and payroll records are in good order BEFORE the government comes knocking.
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This post originally appeared on www.shawnjroberts.com.
If you are very fortunate, you may never have to terminate an employee. For most businesses though, things happen that require termination of employment. If you find yourself need to terminate an employee, consider the six guidelines listed before you terminate:
1. Severance. If you are going to pay severance and the employee is not already entitled to receive severance, you need to require the employee to sign a release in exchange for the severance. The release is the employee’s acknowledgment that he is giving up all claims against the company in exchange for a severance payment to which he would not have been entitled. This type of document provides some finality and protection for the company.
2. Contract Limitations. Determine if there are any obligations or rights that the employee has that would prevent you from terminating his employment in the manner in which you wish to do it. For instance, is there a written employment contract involved with this person? Has your company given the person any kind of rights through an employee policy manual or handbook? Is the employee currently experiencing any kind of issues such as a work-related injury that would make termination either unwise or illegal?
3. Equipment. Be certain before you inform the employee of termination that you either have all of the property back that the employee is using or you have a clear plan to get all of it back. Occasionally, I have seen employees who are terminated and upset about the situation take out their frustration by not returning employer equipment or making it very difficult for the employer to secure return. If you are going to ask for release, you might consider adding a line that says in exchange for the severance they have returned all equipment to the company.
4. Witness. When you actually inform the employee that he is being terminated, it is wise to have another person with you who can corroborate what actually happens if there is any kind of dispute.
5. Benefits. Does the company owe this employee any kind of accrued benefits such as PTO or vacation time? Sometimes, depending on the written documents or policy manual, the employee may have a right to receive this type of benefit upon termination. However, if there is no documentation promising the employee that he is entitled to receive the benefits, the company probably has no obligation to pay.
6. Cause for termination. Be careful how you express the cause for termination to the employee. Most employers I work with are good people like and don’t want to go out of their way to make the employee feel bad. However, if you tell an employee they are being let go because there simply is not enough work and the reason is actually that the employee cannot do the work that you need, you are probably stuck with the stuck reason given. It is better to give no reason at all for termination rather than a reason not supported by the facts. This could come up in unemployment proceeding with the Oklahoma Employment Security Commission or other post-employment proceedings. Unemployment cannot be waived but if there is a solid reason for termination related to some type of misconduct then there may be a basis to challenge in the award of unemployment.
If you need help on any of these issues when doing an Oklahoma employment termination, this is something I have a lot of experience with, please contact me.