#MeToo movement reaches merger transactions

In this article, Oklahoma City Attorney Erica K. Halley discusses the “#MeToo” movement and the Weinstein Clause as they relate to requirements in buying and selling companies.

Erica K. Halley

Erica K. Halley represents individuals and businesses in a broad range of transactional matters.

What is the #MeToo movement and how did it start?

In October 2017, The New York Times published an article detailing decades of sexual misconduct by film producer Harvey Weinstein. The scandal ultimately left Weinstein disgraced, his film studio bankrupt and victims of sexual harassment and assault emboldened. The #MeToo movement ensued, wherein victims tweeted (or otherwise went public with) their experiences, which highlighted the prevalence of such misconduct in the workplace. As a result, the chickens have come home to roost for many predators in power. This means, among many other things, companies must adapt and prepare for the potential PR and legal nightmare that necessarily follows misconduct allegations against employees, particularly those having influence over compensation, promotions/demotions and workplace culture. One way we see the #MeToo movement in the doldrums of corporate paperwork is through what is becoming known as the “Weinstein Clause” in merger and acquisition agreements.

What is a Weinstein Clause?

When a company is sold or merged, the selling company is typically required to make a litany of representations to the buyer concerning the status of the selling company. A Weinstein Clause is a representation made by the selling company where the seller promises that none of the selling company’s employees is the subject of allegations of sexual misconduct. In its broadest form, a seller represents that no allegations of sexual harassment or misconduct have been made to the company against any individual in his or her capacity as an employee of the company or any of its affiliates. Usually, if a seller makes a false representation, the buyer can sue the seller for all damages resulting from the breach.

How do sellers negotiate Weinstein Clauses in M&A transactions?

Just like any representation in an M&A (merger and acquisition) transaction, sellers will try to limit the scope of the representation by adding knowledge qualifiers (ex: to the seller’s knowledge, there are no sexual harassment or misconduct allegations), defining or reducing the look-back period (ex: the seller represents that there have been no allegations in the past five years) and minimizing the number or type of employees subject to such allegations (ex: the seller represents that there have been no allegations against executive level employees). In addition, the lawyers on both sides will probably spend time negotiating the definitions of “sexual harassment” and/or “sexual misconduct,” as such terms are open to interpretation and, therefore, ambiguity. After the representation itself is determined, if the seller is aware of any such allegations, the seller will try to negotiate an exception to the representation and describe the allegations on a schedule attached to the agreement. In this case, the seller is essentially saying, “except for that one time, which buyer is going to overlook, there have been no allegations of sexual harassment/misconduct.”

Why should people care?

The Weinstein Clause itself will probably not have a noticeable impact on the viability or essential terms of M&A transactions. And most people will probably never lose sleep over how broadly or narrowly any Weinstein Clause is negotiated. However, everyone is affected by companies (some more directly than others), and most companies are led by individuals who have power and influence over other employees. The emergence of the Weinstein Clause is indicative of a broader social change. The Weinstein Clause provides evidence that sexual harassment and misconduct by such individuals is not tolerated, safe and respectful company cultures matter, and victims of sexual harassment and misconduct ought to be protected.

 

Published: 5/7/19; by Paula Burkes
Original article: https://newsok.com/article/5630647/metoo-movement-reaches-merger-transactions

Gender parity and the rise of women in the boardroom

It should come as no shock that, although women make up just over half of the U.S. population, they are underrepresented in corporate executive management, as well as in the boardrooms of public companies in the U.S. This is often due to stereotypes that characterize female leaders as abrasive, aggressive and emotional. This disparate societal perception rewards certain characteristics in men while condemning them in women, which damages women striving for leadership roles.

Kendra Norman Web

Kendra M. Norman represents individuals and businesses in a broad range of transactional matters.

A 2016 Catalyst report found that in the U.S., women made up only 21.2% of the S&P 500 board seats.

A recent push for diversity on corporate boards of directors may change the gender lines of corporate culture. For example, California is the first state to statutorily require female representation on boards of directors.

In 2018, roughly 25% of California-based companies had no female directors on their board. In October, Gov. Jerry Brown signed a law requiring all public companies having principal executive offices in the state to have at least one woman on the board by the end of 2019. By the end of 2021, any California public company with five directors must have a minimum of two female directors, and those with six or more directors must include at least three women. The law imposes a $100,000 fine for a first-time violation and a $300,000 fine for subsequent violations.

California follows several European countries, including Germany, France, Norway, and Sweden, which have implemented quotas and fines to increase female representation in the boardroom. Additionally, shareholder advisory firms such as Institutional Shareholder Services and Glass, Lewis & Co. are now using gender diversity as a factor for shareholder vote recommendations.

While a government-mandated requirement may not be the ultimate solution, it could accelerate the achievement of gender equality.

Such a change in gender representation is likely to benefit companies, as gender and culture diversity results in diverse perspectives, which is likely to improve a company’s performance. It will also create less gender discrimination in recruitment, promotion, and retention.

While Oklahoma continuously ranks in the bottom of states for women when it comes to the income gap, workplace environment, education, and health, Oklahoma ranks 20th with respect to the executive positions gap, according to a recent 2018 WalletHub study. While there is much room for improvement, there may be hope for Oklahoma in achieving executive gender equality.


By Phillips Murrah Attorney Kendra M. Norman

Gavel to Gavel appears in The Journal Record. This column was originally published in The Journal Record on April 18, 2019.

Phillips Murrah featured in Oklahoman article about female leadership

In the April 14 issue of Oklahoma City’s metro daily newspaper, The Oklahoman, Phillips Murrah was prominently featured in an article titled, “OKC law offices seek to continue boost in female leadership.” The article highlights a transformation in the gender makeup of law firms, where women, who have historically been underrepresented in ownership and leadership of law firms, are making leadership gains.

Phillips Murrah gender equity article in OklahomanThe story states: “The women are shareholders, or equity partners in the firm, meaning they are part owner in the business and have a say in how its resources are used. In the United States, women make up just 19 percent of shareholder positions at major law firms. In Oklahoma offices, the average is slightly higher (at) 22 percent…”

Bucking this historic tradition since long before it was a cultural hot-topic, Phillips Murrah is far out in front, as the article points out: “At Phillips Murrah P.C., more than four in 10 partners are women.”

The article, by reporter Dale Denwalt, was featured as a part of The Oklahoman’s “Outlook” series, which is published as a special section each Sunday in April, and which addresses the topic of diversity and inclusion.

Read the article excerpt below that features Phillips Murrah:

A firm commitment: OKC law offices seek to continue boost in female leadership

Three of Oklahoma’s biggest law firms have more women in leadership positions than the state and national average, a sign that gender equality in the Sooner State is growing stronger, some say.

The women are shareholders, or equity partners in the firm, meaning they are part owner in the business and have a say in how its resources are used.

In the United States, women make up just 19 percent of shareholder positions at major law firms. In Oklahoma offices, the average is slightly higher 22 percent, according to the National Association of Women Lawyers and the local firms’ own reporting.

A long way

At Phillips Murrah P.C., more than four in 10 partners are women.

Nicholle Edwards, one of those shareholders, said clients want decision-makers to look more like they do.

“I think that’s good for everyone. It’s diversity of viewpoint,” Edwards said. “It’s a different perspective than the older white male, which has been historically seen as the shareholder or equity position.”

Half a century ago, it was hard for women to advance in the legal field, much less earn a living as a lawyer. Former U.S. Supreme Court Justice Sandra Day O’Connor, the nation’s first female high court justice, had to work for free as a young attorney in California.

Edwards said there is a perception that women don’t make it into law firm leadership because they might pause their careers to have a family.

“I think that’s the perception, and that’s 180 degrees opposite of our firm culture. Our firm culture is very pro-women, pro-diversity, pro-gender equality and pro-family,” she said. “We cultivate and promote capable women without any notion that they have to work harder or faster or more than their counterpart who is a male. One way we can do that is by having alternative practices that would include working from home if they have a sick child.”

You can read the entire story here: https://newsok.com/article/5627756/a-firm-commitmentbrokc-law-offices-seek-to-continue-boost-in-female-leadership

 

OCU Law names Ybarra 2019 Outstanding Young Alumna

Monica Ybarra Web

Monica Y. Ybarra is a litigation attorney whose practice focuses on representing individuals and companies in wide range of commercial litigation matters. She also practices in the area of family law, including litigation, custody issues and valuation issues.

Monica Y. Ybarra, Family Law attorney and Oklahoma City University School of Law Class of 2014 alumna, will be honored as Outstanding Young Alumna at the OCU Law Awards Dinner.

“These awards were created in the late 1990s to honor individuals, alumni and non-alumni, in the legal community who have exemplified themselves as champions of the legal profession, established themselves as a community advocate, and supported the endeavors of OCU Law,” said Ally Rodriguez, Director of Alumni Relations at OCU Law. “To be a recipient of an award demonstrates their commitment to excellence in their career and we hope this shines a light on their good works.”

The 2019 OCU Law Awards Dinner will be hosted at 6 PM on April 6 at OCU School of Law.

“Working with Monica, both as a Phillips Murrah team member and now in our mutual roles for our alma mater OCU School of Law, is a real gift,” said Jim Roth, Phillips Murrah Director and OCU Law Dean. “Monica wonderfully embodies the exceptional brain and heart you want in a colleague, a leader and a friend.”

This year’s awards are especially important as they signify the first major event of the OCU Law Alumni Association after being re-established in the fall of 2018 under the direction of Dean Jim Roth, she said.

“As a classmate of Monica’s and a member of the OCU Law Class of 2014, it is an honor to be able to work with her as the Chair of the OCU Law Alumni Association,” Rodriguez said. “Monica brings an excitement to her work and motivates those around her.

“As the 2019 recipient of the Outstanding Young Alumna Award, Monica has exemplified significant achievements in the practice of law since graduation, and is a wonderful representation of the hard work and servant leadership mentality that OCU Law instills.”

Ybarra joined the university’s Alumni Association in September 2018 to oversee development and progress of the organization and was elected Chair by the Board of Directors soon after.

“Dean Roth’s vision to reestablish the OCU Law Alumni Association was one of his top priorities upon assuming his role as the new Dean,” Ybarra said. “He brought together a group of interested alums to serve on the Board of Directors and they elected me as Chair at our inaugural meeting.

“So, I’ve hit the ground running in that role since day one.”

This first year has been focused on getting the word out about the Alumni Association, building partnerships with community businesses for the rewards program, setting goals and bringing the Association’s vision into focus, she said.

“OCU Law has produced some very dynamic leaders and so many of our alums are doing great things all over the world, so it is incredibly humbling to receive this award,” Ybarra said. “I am overwhelmed with gratitude to be recognized in this way.

“I hope that my role and involvement with OCU Law will continue to evolve to meet the needs of the law school. I enjoy helping with local and national recruiting, and certainly enjoy contributing to the law school experience of OCU Law students in any way that I can.”

To learn more about OCU Law and the Alumni Association, click here.

Director named Alpha Phi sorority’s Woman of the Year

Kathryn Terry Web

The emphasis of Kathryn D. Terry’s litigation practice is in the areas of insurance coverage, labor and employment law and civil rights defense. She also represents corporations in complex litigation matters.

After 30 years of service to her sorority, one Alpha Phi alumna is being recognized by her peers.

Director Kathryn D. Terry will be honored at the Greater Oklahoma City Alumnae Panhellenic Association’s Women of the Year luncheon on April 3.

The annual fundraising event recognizes one extraordinary, local alumna member from each of the eighteen alumnae member sororities in Oklahoma City, said Kathleen Stevenson, President of the Greater Oklahoma City Alumnae Panhellenic Association.

“Each alumnae sorority group selects their own Woman of Year based on their own criteria, but I am sure you would agree that each is an accomplished woman whose contributions to her sorority and/or the community make her stand out,” Stevenson said. “Last year, we had over 400 attendees gathered at our luncheon at the Oklahoma City Golf and Country Club to recognize these women, and we look forward to honoring Kathy along with seventeen other outstanding Panhellenic women.”

Terry’s history with the sorority dates back to 1989 when she first pledged. She is currently President of the House Corporation Board which manages sorority house operations—including managing all staff, food service, maintenance and improvements—to support active members.

“I love working with smart, talented women in Alpha Phi and here in Oklahoma City,” Terry said. “I have made close friendships with successful women all over the country and right here in Oklahoma that I never would have known.

“Also, working with collegiate women to support them in their growth and new opportunities during the college years is terrifically rewarding, and well, fun!”

Terry’s legal practice has allowed her the opportunity to provide training to other house boards and house directors for Alpha Phis across the country on issues related to both employment law and insurance coverage, further fueling her commitment to the organization.

“I’ve always been proud to be an Alpha Phi,” she said. “Being recognized by my sisters and the women of the Greater Oklahoma City Alumnae Panhellenic Association is touching, and I am honored to be recognized among such terrific women who also give their time and talents, not only to their sororities after college, but to the Oklahoma City community in all of our endeavors.”

The Greater Oklahoma City Alumnae Panhellenic Association is a 501(c)(3) comprised of alumnae sorority members from the metro area dedicated to encouraging higher education for young women and promoting the ideals of scholarship, leadership and service which Panhellenic women have embodied for over one hundred years. All net proceeds from the luncheon support scholarships for graduating seniors from area high schools planning on attending Oklahoma colleges or universities, Stevenson said.

“In 2018, we were able to award fourteen $1,500 scholarships to outstanding high school senior women from the greater Oklahoma City area,” she said. “Over the past 21 years, we have awarded over $310,000 in scholarships.

“As college costs are continually rising, there are more young women in need of help to be able attend college.”

For more information about the Greater Oklahoma City Alumnae Panhellenic Association and scholarship opportunities, please visit the website here.

Phillips Murrah celebrates International Women’s Day

Phillips Murrah Women Empowered

Today, March 8, 2019, is International Women’s Day. Phillips Murrah would like to take this opportunity to acknowledge the achievements and importance of women leaders in the workplace. The theme of this year’s IWD is gender balance, and Phillips Murrah is doing our part to help realize this important societal goal.

We are proud to have sponsored the OKC International Women’s Day Celebration last night, hosted by Oklahoma Women’s Coalition, held at Ponyboy. This event was the second annual celebration of International Women’s Day in Oklahoma City.

“57 attendees joined to network and learn more from women’s organizations, such as Oklahoma Women’s Coalition, YWCA, ReMerge of Oklahoma County, Sally’s List, the Metisse Group and more,” said Caroline Cotton, co-creator of the International Women’s Day OKC celebration.

Group photo from International Women's Day celebration.

From left: Caroline Cotton, Lacey Lett, Dawn Rahme, Melissa Gardner, Sam Newton and James Linhardt.

“For me, the importance stems from remembering that the pursuit of equality is an infinite process,” said Phillips Murrah attorney Sam Newton, who initiated the sponsorship. “As time passes, we tend to generalize our own lack of prejudice and declare the issue resolved. Yet, the reality isn’t that simple. Acknowledging the fact that inequality exists moves us forward. IWD serves that goal but is also a day to pause and remember the impact women, both well-known and not, have had on the world today.”

Phillips Murrah is proud to be leaders in the area of promoting women into positions of leadership and equity within our Firm. Our comparatively high percentage of women shareholders and executive leaders is a manifestation of our corporate culture, which celebrates talent, skill, character and collegiality.

All attorneys at Phillips Murrah are expected to meet high standards of professional ability and interpersonal intelligence. Additionally, our workplace expectation is that each attorney is able to thrive in his or her practice, unencumbered by underlying considerations about individual characteristics unrelated to the practice of law.

Liz Charles, Executive Director of Oklahoma Women's Coalition

Liz Charles, Executive Director of Oklahoma Women’s Coalition

Phillips Murrah’s high percentage number of women partners and leaders isn’t motivated by societal pressure. Rather, it has occurred in an authentic way due to our inclusive corporate culture, and can be seen as an accomplishment for everyone at the Firm.

“We didn’t have a structured push to reach any kind of percentage, we just foster a culture that genuinely gives women the opportunity and support to succeed,” said Phillips Murrah Director Melissa Gardner. “I believe that’s the most sustainable kind of change and the coolest part of our equality.”

Phillips Murrah is also a proud Sustaining Partner of the National Association of Women Lawyers (NAWL). We are pleased to be able to support NAWL’s mission, which is to provide leadership, a collective voice and essential resources to advance women in the legal profession, and to advocate for the equality of women under the law.

We are proud of the many strengths and advantages that women leaders bring to our Firm and to society in general, and we are happy to help celebrate this each day – and especially on International Women’s Day!

Phillips Murrah helps empower women as 2019 NAWL Sustaining Sponsor

National Association of Women Lawyers logoContinuing its dedication to diversity and inclusion, Phillips Murrah is proud to announce its inclusion as a 2019 National Association of Women Lawyers Sustaining Sponsor. Founded in 1899, NAWL’s goal is to empower women in the legal profession while cultivating a diverse membership dedicated to equality, mutual support and collective success. The organization’s mission is “to provide leadership, a collective voice, and essential resources to advance women in the legal profession and advocate for the equality of women under the law.”

NAWL’s initiatives and activities include:

  • National and regional programming focused on giving women lawyers the legal and business skills to succeed in the legal profession.
  • Increasing the percentage of women equity partners in law firms with talented high-potential women who are on the equity partner track.
  • Amicus support in the Supreme Court of the United States and in other federal courts on issues of concern to women.
  • Liaison relationships and partnerships with other professional organizations.
  • Publications of interest to women in law and opportunities for NAWL members to publish scholarly articles.

NAWL’s events and resources help bring awareness to gender-based topics and challenges within the legal profession, such as diversity scholarships, workplace equality in areas of compensation and influence, and guidance and networking opportunities for women in a variety of practice areas.

For more information, visit the NAWL website at https://www.nawl.org.

 

Religious accommodations at work

Disability is the most common and well-known basis for workplace accommodation. Although less common, requests for religious accommodations for an employee’s sincerely held religious beliefs or practices, required by Title VII of the Civil Rights Act of 1964, are on the rise. Here is an overview of what employers should know about religious accommodations in the workplace.

Janet Hendrick Profile portrait
Janet A. Hendrick

Under Title VII, “religion” is not limited to traditional, organized religions. Sincerely held religious beliefs are also included, even if not part of a formal church or sect, and even if held by a small number of people. One court found that a belief system known as Onionhead, the motto of which is “peel it-feel it-heal it,” is a religion, looking to the Equal Employment Opportunity Commission’s definition, which includes “moral or ethical beliefs as to what is right and wrong.” In contrast, another court ruled that the Church of the Flying Spaghetti Monster, members of which are known as Pastafarians, is not.

Upon request or notice, an employer must engage in an interactive process with the employee and accommodate the employee’s religious beliefs or practices unless it would pose an undue hardship on the employer. The burden is on the employee to prove notice was provided to the employer. Mere knowledge by the employer does not generally trigger a religious accommodation obligation.

To establish an undue hardship, an employer must provide specific and credible evidence of the expense or hardship the exception would cause. Hypothetical hardships without support will not suffice. A “slippery slope” argument – that accommodating one employee will encourage others to request a policy exception – rarely succeeds.

Although it is an easier standard to meet than the undue hardship exception to a disability accommodation under the Americans with Disabilities Act, there is no bright-line rule and each case will be different. Examples of burdens that are more than minimal are jeopardizing safety or health, more than a minimal cost, and violating a seniority system.

The two most common religious accommodations in the workplace are schedule changes and exceptions to dress and grooming codes. Examples are an employee who is unable to work Saturdays because his religion prohibits working on his Sabbath, a female Muslim employee whose religion requires her to wear a hijab, or a male employee who is prohibited by his religion from shaving his beard.

Janet A. Hendrick is an employment attorney who works in Phillips Murrah’s Dallas office.


By Phillips Murrah Director Janet A. Hendrick

Gavel to Gavel appears in The Journal Record. This column was originally published in The Journal Record on December 13, 2018.

Director presents for OU Women and Gender Studies class

Nicholle Jones Edwards

Nicholle Jones Edwards’ practice focuses on family law, labor law and general civil litigation. Her family law practice includes litigation, complex custody issues and valuation issues.

Nicholle Jones Edwards, Director and member of the Family Law Practice Group, presented to the Women and Gender Studies class at the University of Oklahoma on Oct. 23.

The class is comprised of mostly seniors and students looking to attend law school. Her presentation focused on custody and the impact of gender on custody disputes.

Edwards advised that Oklahoma law has enacted statutory measures to prevent gender bias in these matters, lending the example that in divorce cases, mothers’ rights are no greater than fathers’ rights under the law.

However, the issue in same-sex divorces as with any other divorce will focus on the best interest of the child, she said.

Edwards previously served on the Advisory Board for the Women and Gender Studies program and continues to lend support.

To learn more about OU’s Women and Gender Studies class, click here.

Phillips Murrah Director Janet Hendrick mentioned in Power Players: Women Leading in Law

Phillips Murrah Director and employment attorney Janet A. Hendrick was mentioned in the October edition of Power Players: Women Leading in Law newsletter, published by University of Texas at Austin School of Law‘s Center for Women in Law.

Phillips Murrah Women Empowered

Click to view at full size

The mention was regarding Janet’s move to Phillips Murrah’s Dallas office.

Janet is deeply committed to the advancement of women in the legal profession. She has been an active member of the National Association of Women Lawyers and the Dallas Women Lawyers Association, and is a thought leader and sought-after speaker on gender diversity in the legal profession.

With the addition of Janet, over 40 percent of Phillips Murrah’s Directors are women, more than twice the national average for large law firms. A significant number of women fill leadership roles at the Firm, including three of the four positions on the Executive Committee.

“I am impressed with the dynamic people at the Firm, especially the leadership,” Janet said of her motivation to join Phillips Murrah. “I’m also excited about the plans for the Dallas office and thrilled to be a part of building the future of the Firm.”

 

 

Dallas employment attorney Janet A. Hendrick tells Law360 why she joined Phillips Murrah

On Oct. 10, Law360, an in-depth legal industry publication, published an article about Phillips Murrah Director, Janet A. Hendrick, who recently joined our Firm in the Dallas office.

Janet is an employment attorney with almost two decades of experience. She is deeply committed to the advancement of women lawyers and is a thought leader and sought-after speaker on gender diversity in the legal profession.

From the article:

She told Law360 on Wednesday that she was impressed by the firm’s leadership.

Phillips Murrah opens Dallas office“When I met the folks at the firm and understood their commitment to women, and retaining talented women, and putting women in leadership roles with the firm, it was really unparalleled,” she said. “Forty percent of our directors are women, which far surpasses the national average. That’s just something that’s extremely important to me.”

The full-service platform offered by Phillips Murrah — compared with her prior firm’s employment focus — and its competitive rates have prompted positive responses and feedback from clients, she said. Another draw in coming to Phillips Murrah, she said, is the firm’s desire to grow its Texas footprint and the fact that she would have a hand in helping “build something new.”

“Absolutely, the firm is committed to growing the firm in the Dallas office, so we are in discussions with additional individuals now,” she said. “We don’t have a set number, but we plan to bring additional attorneys to fill client needs.”

Janet aggressively defends clients in state and federal courts and in arbitration on a range of matters, and provides counsel on a variety of issues that employers face, including best employment practices and compliance, audits and investigations, employee training, and cutting-edge legal issues surrounding the rapidly expanding gig economy.

Click to read our full release about Janet joining Phillips Murrah.

Phillips Murrah partners with Cristo Rey OKC

Cristo Rey Students

Phillips Murrah Marketing Director Dave Rhea and Attorney Bill Price welcome the four Cristo Rey students who will be working with the Firm during the 2018-2019 school year.

Phillips Murrah law firm is proud to sponsor the inaugural freshman class of Cristo Rey Oklahoma City Catholic High School.

Students in the school’s Corporate Work Study Program will begin working with the Firm in a variety of capacities on Aug. 13.

Four students will alternate working with the Firm each day in general clerical and administrative matters. The team of students “job share” the position for the school year with each student working one full day per week plus one Friday per month. Academic schedules are staggered so students won’t miss class due to work. As part of the school’s Corporate Work Study Program, students get valuable work experience in addition to a salary that is used to support their tuition and minimize costs for families.

“We at Phillips Murrah are excited for the opportunity to work with these bright, young minds and share with them insight into the legal field,” said Thomas G. Wolfe, Phillips Murrah President and Managing Partner. “Given that the work may be fast-paced and ever-changing, I have full confidence these students will gain unique and practical experience that will stick with them throughout their education and professional careers.”

Phillips Murrah joins a long list of Corporate Work Study Partners including: American Fidelity, Archdiocese of Oklahoma City, BancFirst, Catholic Charities, the Chickasaw Nation, Clements Foods, Express Employment Professionals, First National Bank of Oklahoma, Grace Living Centers and Humphreys Capital, Latino Community Development Agency, Lopez Foods, Loves Travel Stops & Country Stores, McBride Orthopedic Hospital, Mercy Health, Oklahoma City National Memorial, Oklahoma City Thunder, Oklahoma Medical Research Foundation, The Oklahoman, Slawson Exploration, Stella Nova Cafes, Synergy Datacom Supply, United Way, Variety Care and Weokie Federal Credit Union.

Cristo Rey’s Oklahoma City chapter is part of Cristo Rey Network, the only network of high schools in the country that integrate four years of rigorous college preparatory academics with four years of professional work experience.

To learn more about Cristo Rey, visit the network’s website here.