Interviewing and Selecting Job Candidates: Oklahoma

Federal law and guidance on this subject should be reviewed together with this section.

Authors: Alan L. Rupe and Aaron Sauerwein, Kutak Rock LLP

Summary

• The Oklahoma Anti-Discrimination Act applies to all employers regardless of size.
• Employers may hire job applicants based on protected characteristics in certain instances. See BFOQ Exemption.
• Oklahoma law prescribes application forms for certain employers including health care facilities. See Application Forms.
• Employers in Oklahoma generally may request criminal record history information of prospective employees so long as they do not request information in sealed records or expunged juvenile records. See Arrest and Conviction Inquiries.
• Oklahoma makes federal E-Verify compliance mandatory for public employers, as well as private employers with government contracts, to confirm the immigration status of all new hires. See E-Verify.
• Oklahoma regulates what prospective and former employers may do with regard to information about job applicants. See References.
• Employers may not require applicants or employees to provide access to their personal social media accounts. See Social Media Law.