Oklahoma
How Faragher v. City of Boca Raton applies in Oklahoma: state-specific rules, key cases, and bar exam notes for Employment Discrimination.
Oklahoma law adheres to the principles established in Faragher v. City of Boca Raton, emphasizing employer liability for sexual harassment in the workplace. The state recognizes both quid pro quo and hostile work environment claims, placing a significant burden on employers to establish affirmative defenses.
In Oklahoma, employers can be held liable for sexual harassment if the harassment creates a hostile work environment, and they must prove that they took reasonable care to prevent and promptly correct any harassing behavior.
The court found the city liable for the hostile environment claims as it failed to take appropriate action when aware of the harassment.
The state agency was held liable for not providing adequate training to its employees on harassment policies, thus failing to prevent a hostile work environment.
The court ruled that the employer was liable as it did not investigate complaints of sexual harassment promptly and adequately.
Oklahoma's approach aligns closely with the federal standard set forth in Faragher, particularly regarding employer liability and the requirement to investigate complaints. However, Oklahoma courts may place different emphasis on the affirmative defenses available to employers compared to federal guidelines.
Knowledge of Faragher v. City of Boca Raton is essential for the Oklahoma bar exam, especially concerning the definitions and defenses related to harassment in the workplace.