City of Lindsay Oklahoma

Municipal Judge

Jennifer worked at City of Lindsay Oklahoma as a Municipal Judge

Cherokee Nation Remember the Removal Ride

Alumni Rider

Jennifer worked at Cherokee Nation Remember the Removal Ride as a Alumni Rider

University of Central Oklahoma

Professor of Business Law & Copyright Compliance Officer

Professor of Legal Studies responsible for teaching undergraduate and graduate Legal Studies courses. Other responsibilities include scholarly/creative activities, and service to the department, college and university. Responsible for development of new Human Capital Management graduate course curriculum and syllabi. Distinguished as the first College of Business Administration faculty member to successfully complete the Online Development Training seminar. Received the highest rating ever (2007) at UCO for Online Development (97.5% overall rating) for the development of the Legal Environment of Business course. Over 20 publications, and currently on the Editorial Board for 5 different Journals, including the Southern Law Journal.

University of Central Oklahoma

Faculty Senate President

Jennifer worked at University of Central Oklahoma as a Faculty Senate President

Cherokee Nation Gaming Commission

Gaming Commissioner/Vice Chairperson

The mission of the CNGC is, through effective regulation and oversight, to protect tribal assets, promote integrity, and to ensure a sense of fairness between the public and Cherokee gaming operations.

Municipalities of Apache, Elgin, Fletcher, & Sterling, Oklahoma

Municipal Judge

Municipal Judge generally responsible for holding Municipal Court wherein all all arraignments, hearings, disputes, and bench warrants are heard. Disputes generally relate to violations of the Municipal Ordinances for the listed municipalities in Southwest Oklahoma. In this capacity, I am responsible for total management of the Courtroom and all personnel therein.

$21 Billion and Counting: The Burdens of FMLA to Employers

Journal of Compensation & Benefits

As the Family Medical Review Act approaches its 20th year employers continue to face a costly and burdensome policy that often yields confusing outcomes in the courtroom. For example, in disagreement with the Department of Labor’s understanding of FMLA, the courts have determined that a period of unemployment may sometimes be ignored when determining eligibility. Likewise, in certain situations, time spent at a previous and different employer may also count toward FMLA eligibility. With 52% of employees utilizing FMLA and the cost of defense amounting to $80,000 per claim, employers will greatly benefit from developing a FMLA strategy, possibly to include punishment.

$21 Billion and Counting: The Burdens of FMLA to Employers

Journal of Compensation & Benefits

As the Family Medical Review Act approaches its 20th year employers continue to face a costly and burdensome policy that often yields confusing outcomes in the courtroom. For example, in disagreement with the Department of Labor’s understanding of FMLA, the courts have determined that a period of unemployment may sometimes be ignored when determining eligibility. Likewise, in certain situations, time spent at a previous and different employer may also count toward FMLA eligibility. With 52% of employees utilizing FMLA and the cost of defense amounting to $80,000 per claim, employers will greatly benefit from developing a FMLA strategy, possibly to include punishment.

The Glass Ceiling and Maternity Leave as Important Contributors to the Gender Wage Gap

Southern Journal of Business and Ethics

The purpose of this presentation is to assess the importance of glass ceilings and maternity leave as contributors to the gender wage gap. Information collected from different sources such as government institutions, journals, newspaper articles, non-profit organizations and blogs provides strong support for the concluding statements of this research. Glass ceilings and maternity leave are both treated individually in different sections to better understand each concept and its effects on the gender pay gap, locally and globally. The two concepts are then compared with other factors that may also influence the wage gap. This paper arrives at the following conclusions: First, glass ceiling barriers prevent women from advancing into management and leadership positions in organizations and from having access to the same compensation and benefits that are available to men throughout their careers. Second, the maternity leave in the United States has a negative effect on women’s wages in the long term due to the lack of salary and career interruption during maternity leave periods, a situation that men do not experience. Finally, when compared to other factors, glass ceiling barriers and maternity leave demonstrate to be key contributors to the gender wage gap.

$21 Billion and Counting: The Burdens of FMLA to Employers

Journal of Compensation & Benefits

As the Family Medical Review Act approaches its 20th year employers continue to face a costly and burdensome policy that often yields confusing outcomes in the courtroom. For example, in disagreement with the Department of Labor’s understanding of FMLA, the courts have determined that a period of unemployment may sometimes be ignored when determining eligibility. Likewise, in certain situations, time spent at a previous and different employer may also count toward FMLA eligibility. With 52% of employees utilizing FMLA and the cost of defense amounting to $80,000 per claim, employers will greatly benefit from developing a FMLA strategy, possibly to include punishment.

The Glass Ceiling and Maternity Leave as Important Contributors to the Gender Wage Gap

Southern Journal of Business and Ethics

The purpose of this presentation is to assess the importance of glass ceilings and maternity leave as contributors to the gender wage gap. Information collected from different sources such as government institutions, journals, newspaper articles, non-profit organizations and blogs provides strong support for the concluding statements of this research. Glass ceilings and maternity leave are both treated individually in different sections to better understand each concept and its effects on the gender pay gap, locally and globally. The two concepts are then compared with other factors that may also influence the wage gap. This paper arrives at the following conclusions: First, glass ceiling barriers prevent women from advancing into management and leadership positions in organizations and from having access to the same compensation and benefits that are available to men throughout their careers. Second, the maternity leave in the United States has a negative effect on women’s wages in the long term due to the lack of salary and career interruption during maternity leave periods, a situation that men do not experience. Finally, when compared to other factors, glass ceiling barriers and maternity leave demonstrate to be key contributors to the gender wage gap.

State or Federal Whistle Blower Protection: Which is Better?

Journal of Workplace Rights

This article will discuss the unique complexities associated with whistleblower laws and programs in the United States. It will focus on discussion of the myriad of current federal and state laws created because of concern over risks in this area. The goal of this article is to compare state and federal legislation, for the purpose of identifying the states that offer the best protection to whistleblowers as well as identifying any states that offer better protection to whistleblowers than federal law currently provides.

$21 Billion and Counting: The Burdens of FMLA to Employers

Journal of Compensation & Benefits

As the Family Medical Review Act approaches its 20th year employers continue to face a costly and burdensome policy that often yields confusing outcomes in the courtroom. For example, in disagreement with the Department of Labor’s understanding of FMLA, the courts have determined that a period of unemployment may sometimes be ignored when determining eligibility. Likewise, in certain situations, time spent at a previous and different employer may also count toward FMLA eligibility. With 52% of employees utilizing FMLA and the cost of defense amounting to $80,000 per claim, employers will greatly benefit from developing a FMLA strategy, possibly to include punishment.

The Glass Ceiling and Maternity Leave as Important Contributors to the Gender Wage Gap

Southern Journal of Business and Ethics

The purpose of this presentation is to assess the importance of glass ceilings and maternity leave as contributors to the gender wage gap. Information collected from different sources such as government institutions, journals, newspaper articles, non-profit organizations and blogs provides strong support for the concluding statements of this research. Glass ceilings and maternity leave are both treated individually in different sections to better understand each concept and its effects on the gender pay gap, locally and globally. The two concepts are then compared with other factors that may also influence the wage gap. This paper arrives at the following conclusions: First, glass ceiling barriers prevent women from advancing into management and leadership positions in organizations and from having access to the same compensation and benefits that are available to men throughout their careers. Second, the maternity leave in the United States has a negative effect on women’s wages in the long term due to the lack of salary and career interruption during maternity leave periods, a situation that men do not experience. Finally, when compared to other factors, glass ceiling barriers and maternity leave demonstrate to be key contributors to the gender wage gap.

State or Federal Whistle Blower Protection: Which is Better?

Journal of Workplace Rights

This article will discuss the unique complexities associated with whistleblower laws and programs in the United States. It will focus on discussion of the myriad of current federal and state laws created because of concern over risks in this area. The goal of this article is to compare state and federal legislation, for the purpose of identifying the states that offer the best protection to whistleblowers as well as identifying any states that offer better protection to whistleblowers than federal law currently provides.

Labor Law Posting Compliance: The Impact of Organizational Characteristics

Southern Law Journal

Federal labor law requirements dictate that employers must prominently post certain information to inform their current employees and any potential applicants of a variety of labor law concerns. Similar state labor law requirements also exist. While the law in this realm is widely-published, there is little research on how many employers are in compliance with federal and state labor law requirements for employee notification. Does the size of the business or the presence of in-house professional human resource assistance have any effect on compliance? This paper will answer these questions using data obtained from employers located in the Oklahoma City, Oklahoma area. The authors will present the statutory authority for posting requirements, cases dealing with posting requirements, and potential damages/remedies for non-compliance. A comparison of requirements at the federal and state levels will also be discussed. The paper is important because it will educate and inform readers of the federal and state labor law employee notification requirements. It will also provide results of a survey of employers in the Oklahoma City metropolitan area which attempts to assess the following: 1) what percentage of employers are in compliance with federal and state labor law employee notification requirements; 2) what effect, if any, the size of the employer has on compliance; 3) what effect, if any, an in-house human resources professional has on compliance; and 4) what effect, if any, human resource professional support which is not on-site has on compliance.

$21 Billion and Counting: The Burdens of FMLA to Employers

Journal of Compensation & Benefits

As the Family Medical Review Act approaches its 20th year employers continue to face a costly and burdensome policy that often yields confusing outcomes in the courtroom. For example, in disagreement with the Department of Labor’s understanding of FMLA, the courts have determined that a period of unemployment may sometimes be ignored when determining eligibility. Likewise, in certain situations, time spent at a previous and different employer may also count toward FMLA eligibility. With 52% of employees utilizing FMLA and the cost of defense amounting to $80,000 per claim, employers will greatly benefit from developing a FMLA strategy, possibly to include punishment.

The Glass Ceiling and Maternity Leave as Important Contributors to the Gender Wage Gap

Southern Journal of Business and Ethics

The purpose of this presentation is to assess the importance of glass ceilings and maternity leave as contributors to the gender wage gap. Information collected from different sources such as government institutions, journals, newspaper articles, non-profit organizations and blogs provides strong support for the concluding statements of this research. Glass ceilings and maternity leave are both treated individually in different sections to better understand each concept and its effects on the gender pay gap, locally and globally. The two concepts are then compared with other factors that may also influence the wage gap. This paper arrives at the following conclusions: First, glass ceiling barriers prevent women from advancing into management and leadership positions in organizations and from having access to the same compensation and benefits that are available to men throughout their careers. Second, the maternity leave in the United States has a negative effect on women’s wages in the long term due to the lack of salary and career interruption during maternity leave periods, a situation that men do not experience. Finally, when compared to other factors, glass ceiling barriers and maternity leave demonstrate to be key contributors to the gender wage gap.

State or Federal Whistle Blower Protection: Which is Better?

Journal of Workplace Rights

This article will discuss the unique complexities associated with whistleblower laws and programs in the United States. It will focus on discussion of the myriad of current federal and state laws created because of concern over risks in this area. The goal of this article is to compare state and federal legislation, for the purpose of identifying the states that offer the best protection to whistleblowers as well as identifying any states that offer better protection to whistleblowers than federal law currently provides.

Labor Law Posting Compliance: The Impact of Organizational Characteristics

Southern Law Journal

Federal labor law requirements dictate that employers must prominently post certain information to inform their current employees and any potential applicants of a variety of labor law concerns. Similar state labor law requirements also exist. While the law in this realm is widely-published, there is little research on how many employers are in compliance with federal and state labor law requirements for employee notification. Does the size of the business or the presence of in-house professional human resource assistance have any effect on compliance? This paper will answer these questions using data obtained from employers located in the Oklahoma City, Oklahoma area. The authors will present the statutory authority for posting requirements, cases dealing with posting requirements, and potential damages/remedies for non-compliance. A comparison of requirements at the federal and state levels will also be discussed. The paper is important because it will educate and inform readers of the federal and state labor law employee notification requirements. It will also provide results of a survey of employers in the Oklahoma City metropolitan area which attempts to assess the following: 1) what percentage of employers are in compliance with federal and state labor law employee notification requirements; 2) what effect, if any, the size of the employer has on compliance; 3) what effect, if any, an in-house human resources professional has on compliance; and 4) what effect, if any, human resource professional support which is not on-site has on compliance.

Can Universities Face Liability for Failure to Monitor the Virtual Environment?

Franklin Business and Law Review

The United States Bill of Rights was originally intended to limit only the powers of the federal government. Through the years, however, the United States Supreme Court has interpreted these rights to be included in the protections against state actions afforded by the Fourteenth Amendment to the Constitution. In general, we expect our government to let people speak and hear whatever they choose. Conversely, obscene material is not afforded any protection under First Amendment. As a result, certain legislation has been aimed at regulating the “public forum” known as the Internet.

$21 Billion and Counting: The Burdens of FMLA to Employers

Journal of Compensation & Benefits

As the Family Medical Review Act approaches its 20th year employers continue to face a costly and burdensome policy that often yields confusing outcomes in the courtroom. For example, in disagreement with the Department of Labor’s understanding of FMLA, the courts have determined that a period of unemployment may sometimes be ignored when determining eligibility. Likewise, in certain situations, time spent at a previous and different employer may also count toward FMLA eligibility. With 52% of employees utilizing FMLA and the cost of defense amounting to $80,000 per claim, employers will greatly benefit from developing a FMLA strategy, possibly to include punishment.

The Glass Ceiling and Maternity Leave as Important Contributors to the Gender Wage Gap

Southern Journal of Business and Ethics

The purpose of this presentation is to assess the importance of glass ceilings and maternity leave as contributors to the gender wage gap. Information collected from different sources such as government institutions, journals, newspaper articles, non-profit organizations and blogs provides strong support for the concluding statements of this research. Glass ceilings and maternity leave are both treated individually in different sections to better understand each concept and its effects on the gender pay gap, locally and globally. The two concepts are then compared with other factors that may also influence the wage gap. This paper arrives at the following conclusions: First, glass ceiling barriers prevent women from advancing into management and leadership positions in organizations and from having access to the same compensation and benefits that are available to men throughout their careers. Second, the maternity leave in the United States has a negative effect on women’s wages in the long term due to the lack of salary and career interruption during maternity leave periods, a situation that men do not experience. Finally, when compared to other factors, glass ceiling barriers and maternity leave demonstrate to be key contributors to the gender wage gap.

State or Federal Whistle Blower Protection: Which is Better?

Journal of Workplace Rights

This article will discuss the unique complexities associated with whistleblower laws and programs in the United States. It will focus on discussion of the myriad of current federal and state laws created because of concern over risks in this area. The goal of this article is to compare state and federal legislation, for the purpose of identifying the states that offer the best protection to whistleblowers as well as identifying any states that offer better protection to whistleblowers than federal law currently provides.

Labor Law Posting Compliance: The Impact of Organizational Characteristics

Southern Law Journal

Federal labor law requirements dictate that employers must prominently post certain information to inform their current employees and any potential applicants of a variety of labor law concerns. Similar state labor law requirements also exist. While the law in this realm is widely-published, there is little research on how many employers are in compliance with federal and state labor law requirements for employee notification. Does the size of the business or the presence of in-house professional human resource assistance have any effect on compliance? This paper will answer these questions using data obtained from employers located in the Oklahoma City, Oklahoma area. The authors will present the statutory authority for posting requirements, cases dealing with posting requirements, and potential damages/remedies for non-compliance. A comparison of requirements at the federal and state levels will also be discussed. The paper is important because it will educate and inform readers of the federal and state labor law employee notification requirements. It will also provide results of a survey of employers in the Oklahoma City metropolitan area which attempts to assess the following: 1) what percentage of employers are in compliance with federal and state labor law employee notification requirements; 2) what effect, if any, the size of the employer has on compliance; 3) what effect, if any, an in-house human resources professional has on compliance; and 4) what effect, if any, human resource professional support which is not on-site has on compliance.

Can Universities Face Liability for Failure to Monitor the Virtual Environment?

Franklin Business and Law Review

The United States Bill of Rights was originally intended to limit only the powers of the federal government. Through the years, however, the United States Supreme Court has interpreted these rights to be included in the protections against state actions afforded by the Fourteenth Amendment to the Constitution. In general, we expect our government to let people speak and hear whatever they choose. Conversely, obscene material is not afforded any protection under First Amendment. As a result, certain legislation has been aimed at regulating the “public forum” known as the Internet.

Glass Ceilings and Great Expectations: Gender Stererotype Impact on Female Professionals

Southern Law Journal

Gender stereotyping is a natural, cognitive thought process for most individuals, based strongly upon personal views of societal norms and expectations. When introduced into the professional environment, these stereotypes may have detrimental effects, especially toward female professionals. Are these stereotypes avoidable? Are they interpreted similarly by male and female evaluators? From hiring to promotion, many questions surround the prevalence and impact of gender stereotyping with regard to the evaluation of female professionals. The existence of gender stereotypes is well-documented through academic research in social psychology and evaluation theories. Statistics show significant disparity in the likelihood of promotion to top-level leadership for females. While this failure to attain the highest levels of management has often been referred to as the proverbial “glass ceiling,” this predicament is not just the result of male-based gender discrimination. Female evaluators are also affected by female gender stereotypes, both in hiring and evaluation decisions. This paper will highlight some of the disparities between evaluating pure information, often presented in the form of written statements, and evaluating specific individuals, especially when some level of interpersonal interaction is involved. The analysis shows that while gender stereotypes certainly have an impact on both types of evaluations, the gender of the evaluator can cause the impact to differ significantly.

$21 Billion and Counting: The Burdens of FMLA to Employers

Journal of Compensation & Benefits

As the Family Medical Review Act approaches its 20th year employers continue to face a costly and burdensome policy that often yields confusing outcomes in the courtroom. For example, in disagreement with the Department of Labor’s understanding of FMLA, the courts have determined that a period of unemployment may sometimes be ignored when determining eligibility. Likewise, in certain situations, time spent at a previous and different employer may also count toward FMLA eligibility. With 52% of employees utilizing FMLA and the cost of defense amounting to $80,000 per claim, employers will greatly benefit from developing a FMLA strategy, possibly to include punishment.

The Glass Ceiling and Maternity Leave as Important Contributors to the Gender Wage Gap

Southern Journal of Business and Ethics

The purpose of this presentation is to assess the importance of glass ceilings and maternity leave as contributors to the gender wage gap. Information collected from different sources such as government institutions, journals, newspaper articles, non-profit organizations and blogs provides strong support for the concluding statements of this research. Glass ceilings and maternity leave are both treated individually in different sections to better understand each concept and its effects on the gender pay gap, locally and globally. The two concepts are then compared with other factors that may also influence the wage gap. This paper arrives at the following conclusions: First, glass ceiling barriers prevent women from advancing into management and leadership positions in organizations and from having access to the same compensation and benefits that are available to men throughout their careers. Second, the maternity leave in the United States has a negative effect on women’s wages in the long term due to the lack of salary and career interruption during maternity leave periods, a situation that men do not experience. Finally, when compared to other factors, glass ceiling barriers and maternity leave demonstrate to be key contributors to the gender wage gap.

State or Federal Whistle Blower Protection: Which is Better?

Journal of Workplace Rights

This article will discuss the unique complexities associated with whistleblower laws and programs in the United States. It will focus on discussion of the myriad of current federal and state laws created because of concern over risks in this area. The goal of this article is to compare state and federal legislation, for the purpose of identifying the states that offer the best protection to whistleblowers as well as identifying any states that offer better protection to whistleblowers than federal law currently provides.

Labor Law Posting Compliance: The Impact of Organizational Characteristics

Southern Law Journal

Federal labor law requirements dictate that employers must prominently post certain information to inform their current employees and any potential applicants of a variety of labor law concerns. Similar state labor law requirements also exist. While the law in this realm is widely-published, there is little research on how many employers are in compliance with federal and state labor law requirements for employee notification. Does the size of the business or the presence of in-house professional human resource assistance have any effect on compliance? This paper will answer these questions using data obtained from employers located in the Oklahoma City, Oklahoma area. The authors will present the statutory authority for posting requirements, cases dealing with posting requirements, and potential damages/remedies for non-compliance. A comparison of requirements at the federal and state levels will also be discussed. The paper is important because it will educate and inform readers of the federal and state labor law employee notification requirements. It will also provide results of a survey of employers in the Oklahoma City metropolitan area which attempts to assess the following: 1) what percentage of employers are in compliance with federal and state labor law employee notification requirements; 2) what effect, if any, the size of the employer has on compliance; 3) what effect, if any, an in-house human resources professional has on compliance; and 4) what effect, if any, human resource professional support which is not on-site has on compliance.

Can Universities Face Liability for Failure to Monitor the Virtual Environment?

Franklin Business and Law Review

The United States Bill of Rights was originally intended to limit only the powers of the federal government. Through the years, however, the United States Supreme Court has interpreted these rights to be included in the protections against state actions afforded by the Fourteenth Amendment to the Constitution. In general, we expect our government to let people speak and hear whatever they choose. Conversely, obscene material is not afforded any protection under First Amendment. As a result, certain legislation has been aimed at regulating the “public forum” known as the Internet.

Glass Ceilings and Great Expectations: Gender Stererotype Impact on Female Professionals

Southern Law Journal

Gender stereotyping is a natural, cognitive thought process for most individuals, based strongly upon personal views of societal norms and expectations. When introduced into the professional environment, these stereotypes may have detrimental effects, especially toward female professionals. Are these stereotypes avoidable? Are they interpreted similarly by male and female evaluators? From hiring to promotion, many questions surround the prevalence and impact of gender stereotyping with regard to the evaluation of female professionals. The existence of gender stereotypes is well-documented through academic research in social psychology and evaluation theories. Statistics show significant disparity in the likelihood of promotion to top-level leadership for females. While this failure to attain the highest levels of management has often been referred to as the proverbial “glass ceiling,” this predicament is not just the result of male-based gender discrimination. Female evaluators are also affected by female gender stereotypes, both in hiring and evaluation decisions. This paper will highlight some of the disparities between evaluating pure information, often presented in the form of written statements, and evaluating specific individuals, especially when some level of interpersonal interaction is involved. The analysis shows that while gender stereotypes certainly have an impact on both types of evaluations, the gender of the evaluator can cause the impact to differ significantly.

Executives Get Their Due: Does Sarbanes-Oxley Allow the Escrow of Certain Extraordinary Payments Due to Executives?

Franklin Business and Law Journal

Corporate stakeholder disenchantment led Congress to create the Sarbanes-Oxley Act of 2002, which created the Public Company Accounting Oversight Board charged with audit oversight of public companies, shielding investor interests, and overall furthering the public interest, given greater freedom to conduct investigations of accounting firms and establishes tighter oversight and disciplinary actions over firms providing services to publicly traded companies. All auditors of public companies are required to register with the Board. SOX also mandates that corporate executive and financial officers certify all financial reports filed under the Securities Exchange Act of 1934 are accurate to the best of their knowledge, and do not contain any untrue statements of material fact. Additionally, the officers are required to ensure the company has sound internal controls and companies must increase their level of financial reporting. Overall, SOX was designed to assist in deterring corporate wrongdoing by providing the SEC the necessary tools for detection and protection of investors. In most cases of reported fraudulent activity, the corporate officers have withdrawn with the ill-gotten gains before the case has proceeded to investigation. SOX’s section 1103 was designed to stop executives from benefiting from their own corporate misconduct. Before SOX, the SEC could only freeze payments after filing charges. However, in cases where an officer is expecting a payout, SOX now provides some teeth for keeping the officers from receiving this payout until any investigation of wrongdoing is complete. This provision applies to any extraordinary payments paid out to executive officers, as well as payments made to directors, officers, partners, controlling persons, agents, or employees. Once violations of SOX are shown, the SEC can now enforce the disgorgement of the escrowed funds, or repayment, of ill-gotten gains to compensate wronged investors.

$21 Billion and Counting: The Burdens of FMLA to Employers

Journal of Compensation & Benefits

As the Family Medical Review Act approaches its 20th year employers continue to face a costly and burdensome policy that often yields confusing outcomes in the courtroom. For example, in disagreement with the Department of Labor’s understanding of FMLA, the courts have determined that a period of unemployment may sometimes be ignored when determining eligibility. Likewise, in certain situations, time spent at a previous and different employer may also count toward FMLA eligibility. With 52% of employees utilizing FMLA and the cost of defense amounting to $80,000 per claim, employers will greatly benefit from developing a FMLA strategy, possibly to include punishment.

The Glass Ceiling and Maternity Leave as Important Contributors to the Gender Wage Gap

Southern Journal of Business and Ethics

The purpose of this presentation is to assess the importance of glass ceilings and maternity leave as contributors to the gender wage gap. Information collected from different sources such as government institutions, journals, newspaper articles, non-profit organizations and blogs provides strong support for the concluding statements of this research. Glass ceilings and maternity leave are both treated individually in different sections to better understand each concept and its effects on the gender pay gap, locally and globally. The two concepts are then compared with other factors that may also influence the wage gap. This paper arrives at the following conclusions: First, glass ceiling barriers prevent women from advancing into management and leadership positions in organizations and from having access to the same compensation and benefits that are available to men throughout their careers. Second, the maternity leave in the United States has a negative effect on women’s wages in the long term due to the lack of salary and career interruption during maternity leave periods, a situation that men do not experience. Finally, when compared to other factors, glass ceiling barriers and maternity leave demonstrate to be key contributors to the gender wage gap.

State or Federal Whistle Blower Protection: Which is Better?

Journal of Workplace Rights

This article will discuss the unique complexities associated with whistleblower laws and programs in the United States. It will focus on discussion of the myriad of current federal and state laws created because of concern over risks in this area. The goal of this article is to compare state and federal legislation, for the purpose of identifying the states that offer the best protection to whistleblowers as well as identifying any states that offer better protection to whistleblowers than federal law currently provides.

Labor Law Posting Compliance: The Impact of Organizational Characteristics

Southern Law Journal

Federal labor law requirements dictate that employers must prominently post certain information to inform their current employees and any potential applicants of a variety of labor law concerns. Similar state labor law requirements also exist. While the law in this realm is widely-published, there is little research on how many employers are in compliance with federal and state labor law requirements for employee notification. Does the size of the business or the presence of in-house professional human resource assistance have any effect on compliance? This paper will answer these questions using data obtained from employers located in the Oklahoma City, Oklahoma area. The authors will present the statutory authority for posting requirements, cases dealing with posting requirements, and potential damages/remedies for non-compliance. A comparison of requirements at the federal and state levels will also be discussed. The paper is important because it will educate and inform readers of the federal and state labor law employee notification requirements. It will also provide results of a survey of employers in the Oklahoma City metropolitan area which attempts to assess the following: 1) what percentage of employers are in compliance with federal and state labor law employee notification requirements; 2) what effect, if any, the size of the employer has on compliance; 3) what effect, if any, an in-house human resources professional has on compliance; and 4) what effect, if any, human resource professional support which is not on-site has on compliance.

Can Universities Face Liability for Failure to Monitor the Virtual Environment?

Franklin Business and Law Review

The United States Bill of Rights was originally intended to limit only the powers of the federal government. Through the years, however, the United States Supreme Court has interpreted these rights to be included in the protections against state actions afforded by the Fourteenth Amendment to the Constitution. In general, we expect our government to let people speak and hear whatever they choose. Conversely, obscene material is not afforded any protection under First Amendment. As a result, certain legislation has been aimed at regulating the “public forum” known as the Internet.

Glass Ceilings and Great Expectations: Gender Stererotype Impact on Female Professionals

Southern Law Journal

Gender stereotyping is a natural, cognitive thought process for most individuals, based strongly upon personal views of societal norms and expectations. When introduced into the professional environment, these stereotypes may have detrimental effects, especially toward female professionals. Are these stereotypes avoidable? Are they interpreted similarly by male and female evaluators? From hiring to promotion, many questions surround the prevalence and impact of gender stereotyping with regard to the evaluation of female professionals. The existence of gender stereotypes is well-documented through academic research in social psychology and evaluation theories. Statistics show significant disparity in the likelihood of promotion to top-level leadership for females. While this failure to attain the highest levels of management has often been referred to as the proverbial “glass ceiling,” this predicament is not just the result of male-based gender discrimination. Female evaluators are also affected by female gender stereotypes, both in hiring and evaluation decisions. This paper will highlight some of the disparities between evaluating pure information, often presented in the form of written statements, and evaluating specific individuals, especially when some level of interpersonal interaction is involved. The analysis shows that while gender stereotypes certainly have an impact on both types of evaluations, the gender of the evaluator can cause the impact to differ significantly.

Executives Get Their Due: Does Sarbanes-Oxley Allow the Escrow of Certain Extraordinary Payments Due to Executives?

Franklin Business and Law Journal

Corporate stakeholder disenchantment led Congress to create the Sarbanes-Oxley Act of 2002, which created the Public Company Accounting Oversight Board charged with audit oversight of public companies, shielding investor interests, and overall furthering the public interest, given greater freedom to conduct investigations of accounting firms and establishes tighter oversight and disciplinary actions over firms providing services to publicly traded companies. All auditors of public companies are required to register with the Board. SOX also mandates that corporate executive and financial officers certify all financial reports filed under the Securities Exchange Act of 1934 are accurate to the best of their knowledge, and do not contain any untrue statements of material fact. Additionally, the officers are required to ensure the company has sound internal controls and companies must increase their level of financial reporting. Overall, SOX was designed to assist in deterring corporate wrongdoing by providing the SEC the necessary tools for detection and protection of investors. In most cases of reported fraudulent activity, the corporate officers have withdrawn with the ill-gotten gains before the case has proceeded to investigation. SOX’s section 1103 was designed to stop executives from benefiting from their own corporate misconduct. Before SOX, the SEC could only freeze payments after filing charges. However, in cases where an officer is expecting a payout, SOX now provides some teeth for keeping the officers from receiving this payout until any investigation of wrongdoing is complete. This provision applies to any extraordinary payments paid out to executive officers, as well as payments made to directors, officers, partners, controlling persons, agents, or employees. Once violations of SOX are shown, the SEC can now enforce the disgorgement of the escrowed funds, or repayment, of ill-gotten gains to compensate wronged investors.

The Progression of Equality: A Look At the Succession of Protections for Sexual Orientation

The Franklin Law Journal

Sexual orientation discrimination results from the inequality in treatment of homosexuals compared to their straight counterparts. The Gay, Lesbian, Bisexual, and Transgendered rights movement has affected the interpretation of standing law and proposed legislation. The United States Supreme Court eventually gave same gender sexual discrimination protection under Title VII, but this did not provide protection for sexual orientation. While a variety of attempts to include sexual orientation employment protections at the federal level have failed, twenty-one states have enacted such protection. This presentation will move through the evolution of sexual orientation discrimination.

$21 Billion and Counting: The Burdens of FMLA to Employers

Journal of Compensation & Benefits

As the Family Medical Review Act approaches its 20th year employers continue to face a costly and burdensome policy that often yields confusing outcomes in the courtroom. For example, in disagreement with the Department of Labor’s understanding of FMLA, the courts have determined that a period of unemployment may sometimes be ignored when determining eligibility. Likewise, in certain situations, time spent at a previous and different employer may also count toward FMLA eligibility. With 52% of employees utilizing FMLA and the cost of defense amounting to $80,000 per claim, employers will greatly benefit from developing a FMLA strategy, possibly to include punishment.

The Glass Ceiling and Maternity Leave as Important Contributors to the Gender Wage Gap

Southern Journal of Business and Ethics

The purpose of this presentation is to assess the importance of glass ceilings and maternity leave as contributors to the gender wage gap. Information collected from different sources such as government institutions, journals, newspaper articles, non-profit organizations and blogs provides strong support for the concluding statements of this research. Glass ceilings and maternity leave are both treated individually in different sections to better understand each concept and its effects on the gender pay gap, locally and globally. The two concepts are then compared with other factors that may also influence the wage gap. This paper arrives at the following conclusions: First, glass ceiling barriers prevent women from advancing into management and leadership positions in organizations and from having access to the same compensation and benefits that are available to men throughout their careers. Second, the maternity leave in the United States has a negative effect on women’s wages in the long term due to the lack of salary and career interruption during maternity leave periods, a situation that men do not experience. Finally, when compared to other factors, glass ceiling barriers and maternity leave demonstrate to be key contributors to the gender wage gap.

State or Federal Whistle Blower Protection: Which is Better?

Journal of Workplace Rights

This article will discuss the unique complexities associated with whistleblower laws and programs in the United States. It will focus on discussion of the myriad of current federal and state laws created because of concern over risks in this area. The goal of this article is to compare state and federal legislation, for the purpose of identifying the states that offer the best protection to whistleblowers as well as identifying any states that offer better protection to whistleblowers than federal law currently provides.

Labor Law Posting Compliance: The Impact of Organizational Characteristics

Southern Law Journal

Federal labor law requirements dictate that employers must prominently post certain information to inform their current employees and any potential applicants of a variety of labor law concerns. Similar state labor law requirements also exist. While the law in this realm is widely-published, there is little research on how many employers are in compliance with federal and state labor law requirements for employee notification. Does the size of the business or the presence of in-house professional human resource assistance have any effect on compliance? This paper will answer these questions using data obtained from employers located in the Oklahoma City, Oklahoma area. The authors will present the statutory authority for posting requirements, cases dealing with posting requirements, and potential damages/remedies for non-compliance. A comparison of requirements at the federal and state levels will also be discussed. The paper is important because it will educate and inform readers of the federal and state labor law employee notification requirements. It will also provide results of a survey of employers in the Oklahoma City metropolitan area which attempts to assess the following: 1) what percentage of employers are in compliance with federal and state labor law employee notification requirements; 2) what effect, if any, the size of the employer has on compliance; 3) what effect, if any, an in-house human resources professional has on compliance; and 4) what effect, if any, human resource professional support which is not on-site has on compliance.

Can Universities Face Liability for Failure to Monitor the Virtual Environment?

Franklin Business and Law Review

The United States Bill of Rights was originally intended to limit only the powers of the federal government. Through the years, however, the United States Supreme Court has interpreted these rights to be included in the protections against state actions afforded by the Fourteenth Amendment to the Constitution. In general, we expect our government to let people speak and hear whatever they choose. Conversely, obscene material is not afforded any protection under First Amendment. As a result, certain legislation has been aimed at regulating the “public forum” known as the Internet.

Glass Ceilings and Great Expectations: Gender Stererotype Impact on Female Professionals

Southern Law Journal

Gender stereotyping is a natural, cognitive thought process for most individuals, based strongly upon personal views of societal norms and expectations. When introduced into the professional environment, these stereotypes may have detrimental effects, especially toward female professionals. Are these stereotypes avoidable? Are they interpreted similarly by male and female evaluators? From hiring to promotion, many questions surround the prevalence and impact of gender stereotyping with regard to the evaluation of female professionals. The existence of gender stereotypes is well-documented through academic research in social psychology and evaluation theories. Statistics show significant disparity in the likelihood of promotion to top-level leadership for females. While this failure to attain the highest levels of management has often been referred to as the proverbial “glass ceiling,” this predicament is not just the result of male-based gender discrimination. Female evaluators are also affected by female gender stereotypes, both in hiring and evaluation decisions. This paper will highlight some of the disparities between evaluating pure information, often presented in the form of written statements, and evaluating specific individuals, especially when some level of interpersonal interaction is involved. The analysis shows that while gender stereotypes certainly have an impact on both types of evaluations, the gender of the evaluator can cause the impact to differ significantly.

Executives Get Their Due: Does Sarbanes-Oxley Allow the Escrow of Certain Extraordinary Payments Due to Executives?

Franklin Business and Law Journal

Corporate stakeholder disenchantment led Congress to create the Sarbanes-Oxley Act of 2002, which created the Public Company Accounting Oversight Board charged with audit oversight of public companies, shielding investor interests, and overall furthering the public interest, given greater freedom to conduct investigations of accounting firms and establishes tighter oversight and disciplinary actions over firms providing services to publicly traded companies. All auditors of public companies are required to register with the Board. SOX also mandates that corporate executive and financial officers certify all financial reports filed under the Securities Exchange Act of 1934 are accurate to the best of their knowledge, and do not contain any untrue statements of material fact. Additionally, the officers are required to ensure the company has sound internal controls and companies must increase their level of financial reporting. Overall, SOX was designed to assist in deterring corporate wrongdoing by providing the SEC the necessary tools for detection and protection of investors. In most cases of reported fraudulent activity, the corporate officers have withdrawn with the ill-gotten gains before the case has proceeded to investigation. SOX’s section 1103 was designed to stop executives from benefiting from their own corporate misconduct. Before SOX, the SEC could only freeze payments after filing charges. However, in cases where an officer is expecting a payout, SOX now provides some teeth for keeping the officers from receiving this payout until any investigation of wrongdoing is complete. This provision applies to any extraordinary payments paid out to executive officers, as well as payments made to directors, officers, partners, controlling persons, agents, or employees. Once violations of SOX are shown, the SEC can now enforce the disgorgement of the escrowed funds, or repayment, of ill-gotten gains to compensate wronged investors.

The Progression of Equality: A Look At the Succession of Protections for Sexual Orientation

The Franklin Law Journal

Sexual orientation discrimination results from the inequality in treatment of homosexuals compared to their straight counterparts. The Gay, Lesbian, Bisexual, and Transgendered rights movement has affected the interpretation of standing law and proposed legislation. The United States Supreme Court eventually gave same gender sexual discrimination protection under Title VII, but this did not provide protection for sexual orientation. While a variety of attempts to include sexual orientation employment protections at the federal level have failed, twenty-one states have enacted such protection. This presentation will move through the evolution of sexual orientation discrimination.

Does the Age Discrimination in Employment Act Apply to the American Indian Tribes?

Southern Journal of Business and Ethics

After a reduction in funding, the Health and Human Services Director of the Cherokee Nation of Oklahoma conducted a reduction in force of all Community Health Representatives currently employed. To avoid any implication of age discrimination, all employees over the age of 40 were given a multiplication factor of two. A sixty-one year old employee was one of four employees discharged as a result of the RIF. The employee alleged that she was discharged due to her age and filed the appropriate claim with the Equal Employment Opportunity Commission (EEOC). The EEOC issued support for the employee’s claim. The tribe informed the EEOC that it would not comply with discovery requests and the EEOC sought enforcement through the United States District Court for the Eastern District of Oklahoma. The tribe appealed the District Court’s initial support for the EEOC’s case to the Tenth Circuit Court of Appeals. The issue before the Tenth Circuit was whether or not the EEOC had jurisdictional authority over the tribe pursuant to the ADEA. In reversing the Eastern District’s decision, the Tenth Circuit determined that application of the ADEA to the tribe would interfere with the specific treaty right of self-government. A historical perspective of this case will examine the limitations of Native American sovereignty and treaty rights to assist in interpreting the current law. A brief examination of the two established opinions on this issue and a summary of decisions in each line of cases will illustrate where the federal courts are moving in this area of Native American law.

$21 Billion and Counting: The Burdens of FMLA to Employers

Journal of Compensation & Benefits

As the Family Medical Review Act approaches its 20th year employers continue to face a costly and burdensome policy that often yields confusing outcomes in the courtroom. For example, in disagreement with the Department of Labor’s understanding of FMLA, the courts have determined that a period of unemployment may sometimes be ignored when determining eligibility. Likewise, in certain situations, time spent at a previous and different employer may also count toward FMLA eligibility. With 52% of employees utilizing FMLA and the cost of defense amounting to $80,000 per claim, employers will greatly benefit from developing a FMLA strategy, possibly to include punishment.

The Glass Ceiling and Maternity Leave as Important Contributors to the Gender Wage Gap

Southern Journal of Business and Ethics

The purpose of this presentation is to assess the importance of glass ceilings and maternity leave as contributors to the gender wage gap. Information collected from different sources such as government institutions, journals, newspaper articles, non-profit organizations and blogs provides strong support for the concluding statements of this research. Glass ceilings and maternity leave are both treated individually in different sections to better understand each concept and its effects on the gender pay gap, locally and globally. The two concepts are then compared with other factors that may also influence the wage gap. This paper arrives at the following conclusions: First, glass ceiling barriers prevent women from advancing into management and leadership positions in organizations and from having access to the same compensation and benefits that are available to men throughout their careers. Second, the maternity leave in the United States has a negative effect on women’s wages in the long term due to the lack of salary and career interruption during maternity leave periods, a situation that men do not experience. Finally, when compared to other factors, glass ceiling barriers and maternity leave demonstrate to be key contributors to the gender wage gap.

State or Federal Whistle Blower Protection: Which is Better?

Journal of Workplace Rights

This article will discuss the unique complexities associated with whistleblower laws and programs in the United States. It will focus on discussion of the myriad of current federal and state laws created because of concern over risks in this area. The goal of this article is to compare state and federal legislation, for the purpose of identifying the states that offer the best protection to whistleblowers as well as identifying any states that offer better protection to whistleblowers than federal law currently provides.

Labor Law Posting Compliance: The Impact of Organizational Characteristics

Southern Law Journal

Federal labor law requirements dictate that employers must prominently post certain information to inform their current employees and any potential applicants of a variety of labor law concerns. Similar state labor law requirements also exist. While the law in this realm is widely-published, there is little research on how many employers are in compliance with federal and state labor law requirements for employee notification. Does the size of the business or the presence of in-house professional human resource assistance have any effect on compliance? This paper will answer these questions using data obtained from employers located in the Oklahoma City, Oklahoma area. The authors will present the statutory authority for posting requirements, cases dealing with posting requirements, and potential damages/remedies for non-compliance. A comparison of requirements at the federal and state levels will also be discussed. The paper is important because it will educate and inform readers of the federal and state labor law employee notification requirements. It will also provide results of a survey of employers in the Oklahoma City metropolitan area which attempts to assess the following: 1) what percentage of employers are in compliance with federal and state labor law employee notification requirements; 2) what effect, if any, the size of the employer has on compliance; 3) what effect, if any, an in-house human resources professional has on compliance; and 4) what effect, if any, human resource professional support which is not on-site has on compliance.

Can Universities Face Liability for Failure to Monitor the Virtual Environment?

Franklin Business and Law Review

The United States Bill of Rights was originally intended to limit only the powers of the federal government. Through the years, however, the United States Supreme Court has interpreted these rights to be included in the protections against state actions afforded by the Fourteenth Amendment to the Constitution. In general, we expect our government to let people speak and hear whatever they choose. Conversely, obscene material is not afforded any protection under First Amendment. As a result, certain legislation has been aimed at regulating the “public forum” known as the Internet.

Glass Ceilings and Great Expectations: Gender Stererotype Impact on Female Professionals

Southern Law Journal

Gender stereotyping is a natural, cognitive thought process for most individuals, based strongly upon personal views of societal norms and expectations. When introduced into the professional environment, these stereotypes may have detrimental effects, especially toward female professionals. Are these stereotypes avoidable? Are they interpreted similarly by male and female evaluators? From hiring to promotion, many questions surround the prevalence and impact of gender stereotyping with regard to the evaluation of female professionals. The existence of gender stereotypes is well-documented through academic research in social psychology and evaluation theories. Statistics show significant disparity in the likelihood of promotion to top-level leadership for females. While this failure to attain the highest levels of management has often been referred to as the proverbial “glass ceiling,” this predicament is not just the result of male-based gender discrimination. Female evaluators are also affected by female gender stereotypes, both in hiring and evaluation decisions. This paper will highlight some of the disparities between evaluating pure information, often presented in the form of written statements, and evaluating specific individuals, especially when some level of interpersonal interaction is involved. The analysis shows that while gender stereotypes certainly have an impact on both types of evaluations, the gender of the evaluator can cause the impact to differ significantly.

Executives Get Their Due: Does Sarbanes-Oxley Allow the Escrow of Certain Extraordinary Payments Due to Executives?

Franklin Business and Law Journal

Corporate stakeholder disenchantment led Congress to create the Sarbanes-Oxley Act of 2002, which created the Public Company Accounting Oversight Board charged with audit oversight of public companies, shielding investor interests, and overall furthering the public interest, given greater freedom to conduct investigations of accounting firms and establishes tighter oversight and disciplinary actions over firms providing services to publicly traded companies. All auditors of public companies are required to register with the Board. SOX also mandates that corporate executive and financial officers certify all financial reports filed under the Securities Exchange Act of 1934 are accurate to the best of their knowledge, and do not contain any untrue statements of material fact. Additionally, the officers are required to ensure the company has sound internal controls and companies must increase their level of financial reporting. Overall, SOX was designed to assist in deterring corporate wrongdoing by providing the SEC the necessary tools for detection and protection of investors. In most cases of reported fraudulent activity, the corporate officers have withdrawn with the ill-gotten gains before the case has proceeded to investigation. SOX’s section 1103 was designed to stop executives from benefiting from their own corporate misconduct. Before SOX, the SEC could only freeze payments after filing charges. However, in cases where an officer is expecting a payout, SOX now provides some teeth for keeping the officers from receiving this payout until any investigation of wrongdoing is complete. This provision applies to any extraordinary payments paid out to executive officers, as well as payments made to directors, officers, partners, controlling persons, agents, or employees. Once violations of SOX are shown, the SEC can now enforce the disgorgement of the escrowed funds, or repayment, of ill-gotten gains to compensate wronged investors.

The Progression of Equality: A Look At the Succession of Protections for Sexual Orientation

The Franklin Law Journal

Sexual orientation discrimination results from the inequality in treatment of homosexuals compared to their straight counterparts. The Gay, Lesbian, Bisexual, and Transgendered rights movement has affected the interpretation of standing law and proposed legislation. The United States Supreme Court eventually gave same gender sexual discrimination protection under Title VII, but this did not provide protection for sexual orientation. While a variety of attempts to include sexual orientation employment protections at the federal level have failed, twenty-one states have enacted such protection. This presentation will move through the evolution of sexual orientation discrimination.

Does the Age Discrimination in Employment Act Apply to the American Indian Tribes?

Southern Journal of Business and Ethics

After a reduction in funding, the Health and Human Services Director of the Cherokee Nation of Oklahoma conducted a reduction in force of all Community Health Representatives currently employed. To avoid any implication of age discrimination, all employees over the age of 40 were given a multiplication factor of two. A sixty-one year old employee was one of four employees discharged as a result of the RIF. The employee alleged that she was discharged due to her age and filed the appropriate claim with the Equal Employment Opportunity Commission (EEOC). The EEOC issued support for the employee’s claim. The tribe informed the EEOC that it would not comply with discovery requests and the EEOC sought enforcement through the United States District Court for the Eastern District of Oklahoma. The tribe appealed the District Court’s initial support for the EEOC’s case to the Tenth Circuit Court of Appeals. The issue before the Tenth Circuit was whether or not the EEOC had jurisdictional authority over the tribe pursuant to the ADEA. In reversing the Eastern District’s decision, the Tenth Circuit determined that application of the ADEA to the tribe would interfere with the specific treaty right of self-government. A historical perspective of this case will examine the limitations of Native American sovereignty and treaty rights to assist in interpreting the current law. A brief examination of the two established opinions on this issue and a summary of decisions in each line of cases will illustrate where the federal courts are moving in this area of Native American law.

Refco: Outwitting the Auditor

Journal of Critical Incidents

On October 10, 2005, Refco, Inc. announced that an entity controlled by its Chief Executive Officer, Phillip R. Bennett, owed $430 million to Refco. Refco immediately announced that its financial statements could no longer be relied on. The financial statements violated GAAP. Grant Thornton, Refco’s independent auditor, missed numerous fraud risk factors and gave an unqualified audit report on the financial statements included in Refco’s Registration Statement and Prospectus. Students are asked to discuss the case in accordance with SAS #99 and the five elements necessary to prove a fraud case. Students are also required to evaluate the applicability of Section 404.

Oklahoma Indian Gaming Association

Member

urn:li:fs_position:(ACoAAAFh3cwB9A33_t7BJbWyoFySdR_W2y52OLg,67868578)

Oklahoma Indian Gaming Association

Member

urn:li:fs_position:(ACoAAAFh3cwB9A33_t7BJbWyoFySdR_W2y52OLg,67868578)

Southern Academy of Legal Studies in Business

Officer/Member

urn:li:fs_position:(ACoAAAFh3cwB9A33_t7BJbWyoFySdR_W2y52OLg,49408252)

Oklahoma Indian Gaming Association

Member

urn:li:fs_position:(ACoAAAFh3cwB9A33_t7BJbWyoFySdR_W2y52OLg,67868578)

Southern Academy of Legal Studies in Business

Officer/Member

urn:li:fs_position:(ACoAAAFh3cwB9A33_t7BJbWyoFySdR_W2y52OLg,49408252)

International Masters of Gaming Law

Associate Member

urn:li:fs_position:(ACoAAAFh3cwB9A33_t7BJbWyoFySdR_W2y52OLg,67868578)

Oklahoma Indian Gaming Association

Member

urn:li:fs_position:(ACoAAAFh3cwB9A33_t7BJbWyoFySdR_W2y52OLg,67868578)

Southern Academy of Legal Studies in Business

Officer/Member

urn:li:fs_position:(ACoAAAFh3cwB9A33_t7BJbWyoFySdR_W2y52OLg,49408252)

International Masters of Gaming Law

Associate Member

urn:li:fs_position:(ACoAAAFh3cwB9A33_t7BJbWyoFySdR_W2y52OLg,67868578)

UCO Faculty Senate

President

Oklahoma Indian Gaming Association

Member

urn:li:fs_position:(ACoAAAFh3cwB9A33_t7BJbWyoFySdR_W2y52OLg,67868578)

Southern Academy of Legal Studies in Business

Officer/Member

urn:li:fs_position:(ACoAAAFh3cwB9A33_t7BJbWyoFySdR_W2y52OLg,49408252)

International Masters of Gaming Law

Associate Member

urn:li:fs_position:(ACoAAAFh3cwB9A33_t7BJbWyoFySdR_W2y52OLg,67868578)

UCO Faculty Senate

President

National Tribal Gaming Commissioners/Regulators

Member

urn:li:fs_position:(ACoAAAFh3cwB9A33_t7BJbWyoFySdR_W2y52OLg,67868578)

Oklahoma Indian Gaming Association

Member

urn:li:fs_position:(ACoAAAFh3cwB9A33_t7BJbWyoFySdR_W2y52OLg,67868578)

Southern Academy of Legal Studies in Business

Officer/Member

urn:li:fs_position:(ACoAAAFh3cwB9A33_t7BJbWyoFySdR_W2y52OLg,49408252)

International Masters of Gaming Law

Associate Member

urn:li:fs_position:(ACoAAAFh3cwB9A33_t7BJbWyoFySdR_W2y52OLg,67868578)

UCO Faculty Senate

President

National Tribal Gaming Commissioners/Regulators

Member

urn:li:fs_position:(ACoAAAFh3cwB9A33_t7BJbWyoFySdR_W2y52OLg,67868578)

Oklahoma Municipal Judges Association

Member

urn:li:fs_position:(ACoAAAFh3cwB9A33_t7BJbWyoFySdR_W2y52OLg,36065640)

Oklahoma Indian Gaming Association

Member

urn:li:fs_position:(ACoAAAFh3cwB9A33_t7BJbWyoFySdR_W2y52OLg,67868578)

Southern Academy of Legal Studies in Business

Officer/Member

urn:li:fs_position:(ACoAAAFh3cwB9A33_t7BJbWyoFySdR_W2y52OLg,49408252)

International Masters of Gaming Law

Associate Member

urn:li:fs_position:(ACoAAAFh3cwB9A33_t7BJbWyoFySdR_W2y52OLg,67868578)

UCO Faculty Senate

President

National Tribal Gaming Commissioners/Regulators

Member

urn:li:fs_position:(ACoAAAFh3cwB9A33_t7BJbWyoFySdR_W2y52OLg,67868578)

Oklahoma Municipal Judges Association

Member

urn:li:fs_position:(ACoAAAFh3cwB9A33_t7BJbWyoFySdR_W2y52OLg,36065640)

Oklahoma Indian Gaming Association

Member

urn:li:fs_position:(ACoAAAFh3cwB9A33_t7BJbWyoFySdR_W2y52OLg,67868578)

Southern Academy of Legal Studies in Business

Officer/Member

urn:li:fs_position:(ACoAAAFh3cwB9A33_t7BJbWyoFySdR_W2y52OLg,49408252)

International Masters of Gaming Law

Associate Member

urn:li:fs_position:(ACoAAAFh3cwB9A33_t7BJbWyoFySdR_W2y52OLg,67868578)

UCO Faculty Senate

President

National Tribal Gaming Commissioners/Regulators

Member

urn:li:fs_position:(ACoAAAFh3cwB9A33_t7BJbWyoFySdR_W2y52OLg,67868578)

Oklahoma Municipal Judges Association

Member

urn:li:fs_position:(ACoAAAFh3cwB9A33_t7BJbWyoFySdR_W2y52OLg,36065640)

Oklahoma Indian Gaming Association

Member

urn:li:fs_position:(ACoAAAFh3cwB9A33_t7BJbWyoFySdR_W2y52OLg,67868578)

Southern Academy of Legal Studies in Business

Officer/Member

urn:li:fs_position:(ACoAAAFh3cwB9A33_t7BJbWyoFySdR_W2y52OLg,49408252)

International Masters of Gaming Law

Associate Member

urn:li:fs_position:(ACoAAAFh3cwB9A33_t7BJbWyoFySdR_W2y52OLg,67868578)

UCO Faculty Senate

President

National Tribal Gaming Commissioners/Regulators

Member

urn:li:fs_position:(ACoAAAFh3cwB9A33_t7BJbWyoFySdR_W2y52OLg,67868578)

Oklahoma Municipal Judges Association

Member

urn:li:fs_position:(ACoAAAFh3cwB9A33_t7BJbWyoFySdR_W2y52OLg,36065640)

Oklahoma Indian Gaming Association

Member

urn:li:fs_position:(ACoAAAFh3cwB9A33_t7BJbWyoFySdR_W2y52OLg,67868578)

Southern Academy of Legal Studies in Business

Officer/Member

urn:li:fs_position:(ACoAAAFh3cwB9A33_t7BJbWyoFySdR_W2y52OLg,49408252)

International Masters of Gaming Law

Associate Member

urn:li:fs_position:(ACoAAAFh3cwB9A33_t7BJbWyoFySdR_W2y52OLg,67868578)

UCO Faculty Senate

President

National Tribal Gaming Commissioners/Regulators

Member

urn:li:fs_position:(ACoAAAFh3cwB9A33_t7BJbWyoFySdR_W2y52OLg,67868578)

Oklahoma Municipal Judges Association

Member

urn:li:fs_position:(ACoAAAFh3cwB9A33_t7BJbWyoFySdR_W2y52OLg,36065640)

Oklahoma Indian Gaming Association

Member

urn:li:fs_position:(ACoAAAFh3cwB9A33_t7BJbWyoFySdR_W2y52OLg,67868578)

Southern Academy of Legal Studies in Business

Officer/Member

urn:li:fs_position:(ACoAAAFh3cwB9A33_t7BJbWyoFySdR_W2y52OLg,49408252)

International Masters of Gaming Law

Associate Member

urn:li:fs_position:(ACoAAAFh3cwB9A33_t7BJbWyoFySdR_W2y52OLg,67868578)

UCO Faculty Senate

President

National Tribal Gaming Commissioners/Regulators

Member

urn:li:fs_position:(ACoAAAFh3cwB9A33_t7BJbWyoFySdR_W2y52OLg,67868578)

Oklahoma Municipal Judges Association

Member

urn:li:fs_position:(ACoAAAFh3cwB9A33_t7BJbWyoFySdR_W2y52OLg,36065640)

Oklahoma Indian Gaming Association

Member

urn:li:fs_position:(ACoAAAFh3cwB9A33_t7BJbWyoFySdR_W2y52OLg,67868578)

Southern Academy of Legal Studies in Business

Officer/Member

urn:li:fs_position:(ACoAAAFh3cwB9A33_t7BJbWyoFySdR_W2y52OLg,49408252)

International Masters of Gaming Law

Associate Member

urn:li:fs_position:(ACoAAAFh3cwB9A33_t7BJbWyoFySdR_W2y52OLg,67868578)

UCO Faculty Senate

President

National Tribal Gaming Commissioners/Regulators

Member

urn:li:fs_position:(ACoAAAFh3cwB9A33_t7BJbWyoFySdR_W2y52OLg,67868578)

Oklahoma Municipal Judges Association

Member

urn:li:fs_position:(ACoAAAFh3cwB9A33_t7BJbWyoFySdR_W2y52OLg,36065640)

Oklahoma Indian Gaming Association

Member

urn:li:fs_position:(ACoAAAFh3cwB9A33_t7BJbWyoFySdR_W2y52OLg,67868578)

Southern Academy of Legal Studies in Business

Officer/Member

urn:li:fs_position:(ACoAAAFh3cwB9A33_t7BJbWyoFySdR_W2y52OLg,49408252)

International Masters of Gaming Law

Associate Member

urn:li:fs_position:(ACoAAAFh3cwB9A33_t7BJbWyoFySdR_W2y52OLg,67868578)

UCO Faculty Senate

President

National Tribal Gaming Commissioners/Regulators

Member

urn:li:fs_position:(ACoAAAFh3cwB9A33_t7BJbWyoFySdR_W2y52OLg,67868578)

Oklahoma Municipal Judges Association

Member

urn:li:fs_position:(ACoAAAFh3cwB9A33_t7BJbWyoFySdR_W2y52OLg,36065640)

Oklahoma Indian Gaming Association

Member

urn:li:fs_position:(ACoAAAFh3cwB9A33_t7BJbWyoFySdR_W2y52OLg,67868578)

Southern Academy of Legal Studies in Business

Officer/Member

urn:li:fs_position:(ACoAAAFh3cwB9A33_t7BJbWyoFySdR_W2y52OLg,49408252)

International Masters of Gaming Law

Associate Member

urn:li:fs_position:(ACoAAAFh3cwB9A33_t7BJbWyoFySdR_W2y52OLg,67868578)

UCO Faculty Senate

President

National Tribal Gaming Commissioners/Regulators

Member

urn:li:fs_position:(ACoAAAFh3cwB9A33_t7BJbWyoFySdR_W2y52OLg,67868578)

Oklahoma Municipal Judges Association

Member

urn:li:fs_position:(ACoAAAFh3cwB9A33_t7BJbWyoFySdR_W2y52OLg,36065640)

Oklahoma Indian Gaming Association

Member

urn:li:fs_position:(ACoAAAFh3cwB9A33_t7BJbWyoFySdR_W2y52OLg,67868578)

Southern Academy of Legal Studies in Business

Officer/Member

urn:li:fs_position:(ACoAAAFh3cwB9A33_t7BJbWyoFySdR_W2y52OLg,49408252)

International Masters of Gaming Law

Associate Member

urn:li:fs_position:(ACoAAAFh3cwB9A33_t7BJbWyoFySdR_W2y52OLg,67868578)

UCO Faculty Senate

President

National Tribal Gaming Commissioners/Regulators

Member

urn:li:fs_position:(ACoAAAFh3cwB9A33_t7BJbWyoFySdR_W2y52OLg,67868578)

Oklahoma Municipal Judges Association

Member

urn:li:fs_position:(ACoAAAFh3cwB9A33_t7BJbWyoFySdR_W2y52OLg,36065640)

Oklahoma Indian Gaming Association

Member

urn:li:fs_position:(ACoAAAFh3cwB9A33_t7BJbWyoFySdR_W2y52OLg,67868578)

Southern Academy of Legal Studies in Business

Officer/Member

urn:li:fs_position:(ACoAAAFh3cwB9A33_t7BJbWyoFySdR_W2y52OLg,49408252)

International Masters of Gaming Law

Associate Member

urn:li:fs_position:(ACoAAAFh3cwB9A33_t7BJbWyoFySdR_W2y52OLg,67868578)

UCO Faculty Senate

President

National Tribal Gaming Commissioners/Regulators

Member

urn:li:fs_position:(ACoAAAFh3cwB9A33_t7BJbWyoFySdR_W2y52OLg,67868578)

Oklahoma Municipal Judges Association

Member

urn:li:fs_position:(ACoAAAFh3cwB9A33_t7BJbWyoFySdR_W2y52OLg,36065640)

Oklahoma Indian Gaming Association

Member

urn:li:fs_position:(ACoAAAFh3cwB9A33_t7BJbWyoFySdR_W2y52OLg,67868578)

Southern Academy of Legal Studies in Business

Officer/Member

urn:li:fs_position:(ACoAAAFh3cwB9A33_t7BJbWyoFySdR_W2y52OLg,49408252)

International Masters of Gaming Law

Associate Member

urn:li:fs_position:(ACoAAAFh3cwB9A33_t7BJbWyoFySdR_W2y52OLg,67868578)

UCO Faculty Senate

President

National Tribal Gaming Commissioners/Regulators

Member

urn:li:fs_position:(ACoAAAFh3cwB9A33_t7BJbWyoFySdR_W2y52OLg,67868578)

Oklahoma Municipal Judges Association

Member

urn:li:fs_position:(ACoAAAFh3cwB9A33_t7BJbWyoFySdR_W2y52OLg,36065640)

Oklahoma Indian Gaming Association

Member

urn:li:fs_position:(ACoAAAFh3cwB9A33_t7BJbWyoFySdR_W2y52OLg,67868578)

Southern Academy of Legal Studies in Business

Officer/Member

urn:li:fs_position:(ACoAAAFh3cwB9A33_t7BJbWyoFySdR_W2y52OLg,49408252)

International Masters of Gaming Law

Associate Member

urn:li:fs_position:(ACoAAAFh3cwB9A33_t7BJbWyoFySdR_W2y52OLg,67868578)

UCO Faculty Senate

President

National Tribal Gaming Commissioners/Regulators

Member

urn:li:fs_position:(ACoAAAFh3cwB9A33_t7BJbWyoFySdR_W2y52OLg,67868578)

Oklahoma Municipal Judges Association

Member

urn:li:fs_position:(ACoAAAFh3cwB9A33_t7BJbWyoFySdR_W2y52OLg,36065640)

Oklahoma Indian Gaming Association

Member

urn:li:fs_position:(ACoAAAFh3cwB9A33_t7BJbWyoFySdR_W2y52OLg,67868578)

Southern Academy of Legal Studies in Business

Officer/Member

urn:li:fs_position:(ACoAAAFh3cwB9A33_t7BJbWyoFySdR_W2y52OLg,49408252)

International Masters of Gaming Law

Associate Member

urn:li:fs_position:(ACoAAAFh3cwB9A33_t7BJbWyoFySdR_W2y52OLg,67868578)

UCO Faculty Senate

President

National Tribal Gaming Commissioners/Regulators

Member

urn:li:fs_position:(ACoAAAFh3cwB9A33_t7BJbWyoFySdR_W2y52OLg,67868578)

Oklahoma Municipal Judges Association

Member

urn:li:fs_position:(ACoAAAFh3cwB9A33_t7BJbWyoFySdR_W2y52OLg,36065640)

Oklahoma Indian Gaming Association

Member

urn:li:fs_position:(ACoAAAFh3cwB9A33_t7BJbWyoFySdR_W2y52OLg,67868578)

Southern Academy of Legal Studies in Business

Officer/Member

urn:li:fs_position:(ACoAAAFh3cwB9A33_t7BJbWyoFySdR_W2y52OLg,49408252)

International Masters of Gaming Law

Associate Member

urn:li:fs_position:(ACoAAAFh3cwB9A33_t7BJbWyoFySdR_W2y52OLg,67868578)

UCO Faculty Senate

President

National Tribal Gaming Commissioners/Regulators

Member

urn:li:fs_position:(ACoAAAFh3cwB9A33_t7BJbWyoFySdR_W2y52OLg,67868578)

Oklahoma Municipal Judges Association

Member

urn:li:fs_position:(ACoAAAFh3cwB9A33_t7BJbWyoFySdR_W2y52OLg,36065640)

Oklahoma Indian Gaming Association

Member

urn:li:fs_position:(ACoAAAFh3cwB9A33_t7BJbWyoFySdR_W2y52OLg,67868578)

Southern Academy of Legal Studies in Business

Officer/Member

urn:li:fs_position:(ACoAAAFh3cwB9A33_t7BJbWyoFySdR_W2y52OLg,49408252)

International Masters of Gaming Law

Associate Member

urn:li:fs_position:(ACoAAAFh3cwB9A33_t7BJbWyoFySdR_W2y52OLg,67868578)

UCO Faculty Senate

President

National Tribal Gaming Commissioners/Regulators

Member

urn:li:fs_position:(ACoAAAFh3cwB9A33_t7BJbWyoFySdR_W2y52OLg,67868578)

Oklahoma Municipal Judges Association

Member

urn:li:fs_position:(ACoAAAFh3cwB9A33_t7BJbWyoFySdR_W2y52OLg,36065640)