Howard Berkson

Howard Berkson is the managing member of Boston Avenue Law, PLLC, which focuses on providing efficient, effective legal services to businesses in the areas of employment law, corporate law, contract law, and commercial law. Berkson also collects debts (recovery of delinquent accounts receivable) and enforces existing judgments. In addition to its legal expertise, the Firm contains executive level experience in human resources management, operations, and sales. As a result, the Firm understands the managerial, operational, and bottom line goals that must be balanced in finding solutions to clients' concerns.

University of Illinois - Urbana-Champaign

M.A. | Labor and Industrial Relations

University of Washington, Seattle

B.A. | Philosophy

University of Tulsa

J.D. | Law

Honors: Graduated with honors.

Activities: Executive Notes and Comments Editor, Energy Law Journal.

Managing Member

Boston Avenue Law, PLLC

2013 - Current

Valladolid v. Pacific Operations Offshore: Should Deference to Agency Interpretations Extend to Sub-Entities?

Energy Law Journal

2011

The recruitment interview process: Persuasion and organization reputation promotion in competitive labor markets

Human Resources Management Review

2002

Ethical Issues in human resources systems

Human Resources Management REview

2001

Enhancing organizational reputation to attract applicants

Sage

1999

Employment Law Update, Spring 2014 Continuing Professional Education Cluster, Tulsa, Oklahoma

May 28, 2014

Oklahoma CPA Assoc.

Rising Star 2016-2020

Super Lawyers

2016

Top Contributor

Avvo

2016

Rising Star listed

Super Lawyers

2015

"Super Lawyers" is just the name of the list.

Top Contributor

Avvo

2015

Trial Practice Excellence for the Future

CALI

2013

Legal Research Excellence for the Fututure

CALI

2010

Oklahoma Criminal Defense Lawyers' Association

Current

Oklahoma Bar Association

Current

Tulsa County Bar Association

Current

Tulsa Area Human Resources Association

Current

Hudson-Hall-Wheaton American Inn of Court

Member

2014 - Current

Oklahoma

• Free Consultation
• Credit Cards Accepted
• Contingent Fees

Business Law

Business Contracts, Business Dissolution, Business Finance, Business Formation, Business Litigation, Franchising, Mergers & Acquisitions, Partnership & Shareholder Disputes

Collections

Employment Law

Employee Benefits, Employment Contracts, Employment Discrimination, ERISA, Overtime & Unpaid Wages, Sexual Harassment, Whistleblower, Wrongful Termination

Personal Injury

Animal & Dog Bites, Brain Injury, Car Accidents, Construction Accidents, Motorcycle Accidents, Premises Liability, Truck Accidents, Wrongful Death

Insurance Claims

Bad Faith Insurance, Business Insurance, Disability Insurance, Health Insurance, Life Insurance, Motor Vehicle Insurance, Property Insurance

Q. In oklahoma, if you have a contract with another person but only one person signs the paper, is it still legal?

November 22, 2021

A: A written contract is generally enforceable against the person who signed it. However, the question comes up as to whether there is actually a contract if only one party signed it. This situation is highly dependent on the specific facts of your situation. You should consult with a local attorney who understands contract law.

Q. Can an employer require employees to get fully vaccinated for COVID-19, if employee has natural immunity?

November 22, 2021

A: Right now, the answer seems to be yes that an employer can require employees to get vaccinated. Hospital employees have been required to get flu vaccinations and people typically have to receive vaccinations in order to attend schools, including universities. The situation is more complicated when it is a government requirement, but private employers historically have been able to do this. However, employers generally have to at least review and consider requests for exemption based on religion or health. Here in Oklahoma, St. John Ascension was ordered by a judge not to suspend or fire any employees who failed to get a vaccine under the company's mandate, but only because the company did not grant any religious exemptions. I haven't looked into the details, so I don't know if that's because the employer did not have an adequate process for granting religious exemptions or if it had adequate process but was suspicious because it did not grant any exemptions.

Q. Can a healthcare worker that worked the entire pandemic thus far, be terminated for refusing the vaccine in Oklahoma

November 22, 2021

A: Right now, the answer seems to be yes that an employer can require employees to get vaccinated. Hospital employees have been required to get flu vaccinations and people typically have to receive vaccinations in order to attend schools, including universities. The situation is more complicated when it is a government requirement, but private employers historically have been able to do this. However, employers generally have to at least review and consider requests for exemption based on religion or health. Here in Oklahoma, St. John Ascension was ordered by a judge not to suspend or fire any employees who failed to get a vaccine under the company's mandate, but only because the company did not grant any religious exemptions. I haven't looked into the details, so I don't know if that's because the employer did not have an adequate process for granting religious exemptions or if it had adequate process but was suspicious because it did not grant any exemptions.