Frequently Asked Questions

Employees are no longer classified or unclassified in accordance with Oklahoma State Statute, 62§ 34.301. All employees are now called state employees and are governed by the Civil Service Rules.

In accordance with Oklahoma State Statute, 62 §34.301, effective Jan. 1, 2022, the Oklahoma Merit Protection Commission no longer has the authority to receive new complaints or appeals. The Civil Service Division handles all complaints related to disciplinary actions. 

As a verb, the filing of a complaint petition; as a noun, the procedure takes place after a complaint petition is filed. 

A state employee who files a complaint through the Civil Service Division. 

CSD will hear mediations stemming from the following disciplinary actions:

•  Written reprimands.
•  Punitive transfers. 
•  Suspension without pay.
•  Involuntary demotions.
•  Termination.

No. Other types of complaints may be heard through an agency’s internal process. Please check with your agency's Human Resources team to see if they offer an internal complaint process.

All complaints shall be filed online with CSD within 10 business days of the date of termination, suspension without pay, involuntary demotion, written reprimand, or alleged punitive transfer. You can find the online complaint form here: Home  · Starter Portal (powerappsportals.us), or on the Civil Service Division (oklahoma.gov) webpage.

Progressive discipline is designed to ensure the consistency, impartiality and predictability of discipline, and the flexibility to vary penalties if justified by aggravating or mitigating conditions. Penalties include written reprimand, suspension without pay, involuntary demotion, and termination. Based on the circumstances, a single incident may justify a higher step of discipline without proceeding through the lowest steps of discipline. Progressive discipline is a tool appointing authorities use to maintain a safe and productive working environment for all employees. 

The appointing authority is responsible for using the progressive discipline standards unless the appointing authority has received an exemption from the Civil Service Division. To receive an exemption, the appointing authority must file a copy of any adopted progressive discipline plan the agency will follow in lieu of these standards with CSD. The appointing authority shall furnish to each employee a copy of the progressive discipline policy, including revisions, used by the agency.

Agencies maintain documentation of disciplinary actions with complaint rights in the employee's personnel record. An agency must give a copy of any disciplinary document to the employee when the agency files the document in the employee's agency personnel record. The employee may review disciplinary documents in his or her agency personnel record at any time. The Civil Service Division shall have a right of access to disciplinary documents in the agency personnel file. Please be advised, rule 260:130-1-2 defines a disciplinary file as the record of all disciplinary actions leading up to a written reprimand, punitive transfer, suspension without pay, demotion or termination; the final action taken, and all relevant supporting documents. To view the full Progressive Discipline Standards, please visit Progressive Discipline Standards

A written reprimand is a letter, memo or other document an appointing authority or supervisor gives an employee to record and correct violations of statute, rule, policy, practice or procedure regarding work performance or behavior. 

The employee must file a complaint online with CSD within 10 business days of receiving the written reprimand.

• If filed timely, a mediation session will be held with the employee and agency representative. A mediator will help the parties explore remedies toward resolution.
• If a resolution is reached, a mediation agreement will be created and the process ends.
• If a resolution cannot be reached, the complaint will be dismissed, and the process ends. 

A punitive transfer is directed at and affects only one employee employed by the appointing authority. A punitive transfer must relocate the affected employee to a new worksite that is 50 or more miles from the employee's previous worksite. A transfer that results from a closure of worksite location or building or affects two or more employees does not qualify as a punitive transfer. 

The employee must file a complaint online with CSD within 10 business days of receiving an alleged punitive transfer.

• If filed timely, a mediation session will be held with the employee and agency representative. A mediator will help the parties explore remedies toward resolution.
• If a resolution is reached, a mediation agreement will be created and the process ends.
• If a resolution cannot be reached, the complaint will be heard through the prehearing and hearing process. An administrative law judge will decide the outcome based on the evidence and testimony. 

A suspension without pay places an employee away from work for a specific number of days without pay and is received by a letter, memo or other document to correct violations of statute, rule, policy, practice or procedure regarding work performance or behavior.

The employee must file a complaint online with CSD within 10 business days of receiving a suspension without pay.

• If filed timely and requested, a mediation session will be held with the employee and agency representative. A mediator will help the parties explore remedies toward resolution.
• If a resolution is reached, a mediation agreement will be created, and the process ends.
• If a resolution cannot be reached, the complaint will be heard through the prehearing and hearing process. An administrative law judge will decide the outcome based on the evidence and testimony. 

An involuntary demotion is the reclassification of an employee to a different job with a lower pay-band assignment or to a lower level within the same job family. The employee neither asked for nor agreed to the demotion.

The employee must file a complaint online with CSD within 10 business days of receiving an involuntary demotion.

• If filed timely and requested, a mediation session will be held with the employee and agency representative. A mediator will help the parties explore remedies toward resolution.
• If a resolution is reached, a mediation agreement will be created and the process ends.
• If a resolution cannot be reached, the complaint will be heard through the prehearing and hearing process. An administrative law judge will decide the outcome based on the evidence and testimony.

This action is a termination of employment that is delivered through a letter, memo or other document and captures the violations of statute, rule, policy, practice or procedure regarding work performance or behavior. 

The employee must file a complaint online with CSD within 10 business days of receiving a termination.

• If filed timely and requested, a mediation session will be held with the employee and agency representative. A mediator will help the parties explore remedies toward resolution.
• If a resolution is reached, a mediation agreement will be created and the process ends.
• If a resolution cannot be reached, the complaint will be heard through the prehearing and hearing process. An administrative law judge will decide the outcome based on the evidence and testimony. 

The administrative law judge shall file a final order with the Civil Service Division within 10 calendar days after the record is closed. The final order shall include findings of fact and conclusions of law, written in clear and concise language.

Mediation gives state agencies and employees an economical option for resolving conflicts stemming from disciplinary actions. Mediation gives the parties the opportunity to make decisions on the outcome of their complaint. You will not have this opportunity in the hearing process where a judge makes the decisions for you. 

• It is less formal and intimidating than traditional hearings.
• It takes less time and money than formal hearings.
• A neutral expert helps resolve the conflict.
• All parties are directly involved.
• It offers more opportunities to preserve effective working relationships than formal hearings.
• It offers employees the opportunity to have some input on the resolution. 

CSD will only mediate cases that are connected to disciplinary actions with complaint rights. However, the State Employee Dispute Resolution Program offers mediation for employee conflicts that do not involve discipline. Non disciplinary voluntary mediations can be requested through the “request for voluntary mediation” form located on the under the “documents and forms” tab and in the “mediation” section. Or, click here to go to the request form.

• Each party will provide the mediator with a mediation statement that includes a proposed settlement offer.
• The mediation can be terminated because of disruptive behavior or conduct of a party or representative.
• Mediation is the only means to resolve a disagreement regarding a written reprimand.
• Mediation is not open to the public.
• Mediation is confidential.
• Mediation is informal but is structured by the mediator.
• Mediation gives you the opportunity to speak your mind and understand the other person’s point of view.
• In mediation, you help create your own agreement. 

Once a complaint is received, the Civil Service Division will schedule a mediation session and appoint a mediator. Each party shall provide to the mediator a copy of a mediation statement that includes a proposed settlement offer. The mediator will explain the rules of mediation, provide all parties the opportunity to tell their story, help clarify the issues and help identify possible solutions. The parties will have to explain their perspective, listen carefully to the other side, help generate possible solutions and select from the different options that both parties agree to in order to reach a mutual settlement. 

Yes. You must speak for yourself at the mediation session, but you may have your representative accompany you to act in an advisory role. 

At the prehearing conference, each party provides a copy of the following documents to the administrative law judge and the other party:

1. A statement of the case, including stipulations and requested remedies.
2. A list of witnesses the party expects to call at the hearing who have direct knowledge of the issue(s) in dispute.
3. A list of the names and addresses of witnesses the party seeks to subpoena, including a brief description of the testimony each witness will offer.
4. A list of exhibits and documents the party expects to introduce at the hearing, including a copy of each if available. 

The above listing is also known as a Prehearing Conference Statement. A form is available on the CSD website. The exhibits and documents you plan to introduce at the hearing must be listed on the Prehearing Statement and a copy of the document must also be provided. All documents MUST be submitted PRIOR to the prehearing conference to allow time for review by the parties and the ALJ. For complainants, uploading the documents to the online complaint petition is considered sharing the documents with the ALJ and agency. For the agency, sending documents through email to the CSD mailbox is considered sharing the documents with the ALJ and complainant.

260:130-7-4. Hearing (f) Witnesses allowed at the hearing. The witnesses allowed at the hearing shall be limited to (1) the Human Resources Director or designee; (2) the supervisor; (3) the employee bringing the complaint; (4) additional witnesses approved the AJL.

The documents allowed at the hearing shall be limited to the documents contained in the disciplinary file. However, either party who wishes to introduce documents that are NOT maintained in the disciplinary file, the administrative law judge will have discretion to allow additional documentation regarding the disciplinary action taken. The party requesting documents outside of the disciplinary file, would need to make the request in writing prior to the prehearing conference.

Oral motions may be made during a prehearing conference or hearing. All other motions and requests shall be filed in writing and shall state the reason for the motion or request and shall include an affidavit of service to all other parties.

Yes. Each party to the complaint may have a representative to speak and act on their behalf. A representative can either be a licensed attorney, or an individual other than an attorney. You must designate your representative on the Complaint Petition Form or they should file an Entry of Appearance. 

Administrative law judges decide cases based on a preponderance of the evidence. Preponderance of the evidence is defined as information or evidence that is more convincing or believable than the information or evidence offered in opposition. In cases of termination, suspension without pay, involuntary demotion, and alleged punitive transfer, the burden of proof rests with the complainant, who must prove his or her case.

1. Upon a finding that a reasonable basis existed for the action taken and the discipline imposed was just, an administrative law judge shall dismiss the complaint.
2. Upon a finding that a reasonable basis did not exist for the action taken, an administrative law judge may order the reinstatement of the employee, with or without back pay and other benefits. An administrative law judge may also order that documentation of the disciplinary action be expunged from any and all of the employee's personnel records and disciplinary file.
3. Upon finding that a reasonable basis existed for a disciplinary action, but did not exist for the severity of the discipline imposed or progressive discipline standards were not properly followed, an administrative law judge may order a reduction of the discipline to a lower level of progressive discipline.
4. An administrative law judge who orders reinstatement with back pay and other benefits listed in bullet 2 above may consider the deduction of any income the employee may have received for the period of time the employee was not performing his or her duties. 

The administrative law judge shall file a final order with the Civil Service Division within 10 calendar days after the record is closed. The final order shall include findings of fact and conclusions of law, written in clear and concise language. Per OAC: 260:130-7-7 The Civil Service Division shall issue the final order to each party, by personal service or certified mail and by submission on the online filing system, within five (5) calendar days after receipt from the ALJ.

The final decision of the Civil Service Division shall be subject to rehearing, reopening, or reconsideration. A petition for rehearing, reopening, or reconsideration must be filed by the aggrieved party within 10 calendar days from the date of the entry of the final decision. Such petitions and the resolution of such petitions must be in accordance with 75 O.S. Section 317 of the Administrative Procedures Act.

“Law Enforcement Party” means a state employee that is employed to perform duties as outlined in paragraph 6 of subsection E of Section 3311 of Title 70 and Section 2-105 of Title 47 of the Oklahoma Statutes.

State employees (“Law Enforcement Party”) employed to perform duties as outlined in paragraph 6 of subsection E of Section 3311 of Title 70 and Section 2-105 of Title 47 of the Oklahoma Statutes.

A Grievance Investigation may be required depending on the Grievance filed by a Law Enforcement Party. However, Agencies will be allowed to decline performing a formal investigation of a Grievance.  

Employees of Law Enforcement Parties may file grievances in the following limited circumstances:

• Promotion
  • Lack of career development opportunities.
  • Limited opportunities for advancement within the agency.
  • Repeated denial of promotions or career development program inclusion.
• Compensation
  • Compensation inequity complaints for same job different pay.
• Work Location
  • Lack of location transfer when requested.

Before filing a Grievance with the Civil Service Division or the Agency, the Law Enforcement Party must notify his or her immediate supervisor or the Grievance manager of a Grievance. A Law Enforcement Party must initiate the informal discussion within twenty (20) calendar days from the date of the act complained of.   

If a state employee desires to file a formal Grievance, then said employee must do so by 1) filing with their agency/appointing authority if their agency/appointing authority has adopted Grievance procedures; or if the agency has not adopted Grievance procedures, then 2) using Civil Service Division’s online filing system and filing the form prescribed by the Civil Service Division. The process for filing will be published on the website maintained by the Civil Service Division.

Yes, a Law Enforcement Party will have the opportunity to mediate a dispute or have the matter heard by an Administrative Law Judge after 1) the completion of the Agency investigation; and 2) the Law Enforcement Party formally appeals the agency decision with the Civil Service Division. 

No, this rule is only applicable to the state employees employed to perform duties as outlined in paragraph 6 of subsection E of Section 3311 of Title 70 and Section 2-105 of Title 47 of the Oklahoma Statutes.

If a state employee files a Grievance based on Discrimination, which is an act or method of discriminating against an employee based on their race, color, religion, sex, national origin, age, disability or genetic information[ML1] , then the Civil Service Division shall defer and direct the Law Enforcement Party to use the services provided by the Equal Employment Opportunity Commission (“EEOC”). If an Agency discovers that a filed Grievance is based on Discrimination during its Grievance Investigation, then the Agency shall 1) defer and direct the Law Enforcement Party to use the services provided by the EEOC; and 2) provide notice of the decision to the Civil Service Division via written notice.