Page 66

Oklahoma Statutes - Title 40. Labor Page 66 B. When an employer employs a worker for a limited duration of time specified by the worker, the worker is considered to have voluntarily quit work at the end of the time period set by the worker, provided that the worker’s separation was due only to the expiration of the time period. Added by Laws 2003, c. 177, § 2, eff. Nov. 1, 2003. Renumbered from § 2-404B of this title by Laws 2006, c. 176, § 29, eff. July 1, 2006.

§40-2-404A. Renumbered as § 2-404.1 of this title by Laws 2006, c. 176, § 29, eff. July 1, 2006.

§40-2-404B. Renumbered as § 2-404.2 of this title by Laws 2006, c. 176, § 29, eff. July 1, 2006.

§40-2-405. Determining good cause. DETERMINING GOOD CAUSE. Good cause for voluntarily leaving work under Section 2-404 of this title may include, among other factors, the following: 1. A job working condition that had changed to such a degree it was so harmful, detrimental, or adverse to the individual's health, safety, or morals, that leaving the work was justified; 2. Substantially unfair treatment of the employee or the creating of substantially difficult working conditions by the employer; or 3. If the claimant, pursuant to an option provided under a collective bargaining agreement or written employer plan which permits waiver of his or her right to retain the employment when there is a layoff, has elected to be separated and the employer has consented thereto. Added by Laws 1980, c. 323, § 2-405, eff. July 1, 1980. Amended by Laws 1981, c. 259, § 7, emerg. eff. June 25, 1981; Laws 1997, c. 30, § 8, eff. July 1, 1997; Laws 1998, c. 161, § 8, eff. July 1, 1998; Laws 2003, c. 177, § 3, eff. Nov. 1, 2003; Laws 2005, c. 182, § 4, eff. Nov. 1, 2005; Laws 2006, c. 176, § 6, eff. July 1, 2006; Laws 2009, c. 460, § 3, eff. Nov. 1, 2009; Laws 2013, c. 71, § 5, eff. Nov. 1, 2013.

§40-2-406. Discharge for misconduct. DISCHARGE FOR MISCONDUCT. A. An individual shall be disqualified for benefits if the individual has been discharged for misconduct connected with the individual's last work. If discharged for misconduct, the employer shall have the burden to prove that the employee engaged in misconduct as defined by this section. Such burden of proof is satisfied by the employer, or its designated representative, providing a signed affidavit, or presenting such other evidence