About Zach Oubre
Zach Oubre is a trial lawyer whose practice focuses on labor and employment law, intellectual property litigation (or disputes), and complex business litigation in both state and federal courts.
As part of his labor and employment practice, he represents employers and management exclusively in a variety of matters involving employment discrimination litigation, including claims arising under Title VII of the Civil Rights Act of 1964, the Americans with Disabilities Act, the Family and Medical Leave Act, the Age Discrimination in Employment Act and the Fair Labor Standards Act. He also represents clients in many aspects of intellectual property litigation, including disputes involving trademarks, copyrights, licensing, unfair competition and trade secrets.
A portion of Zach’s practice also includes contract matters and insurance disputes, construction litigation, oil and gas litigation, securities fraud claims, and white collar defense.
Zach has been a guest legal columnist for The Journal Record business newspaper and is a contributing writer to EmployerLINC.com, an employment and employee benefits law blog dedicated to workplace issues.
Zach graduated with highest honors from the University of Oklahoma College of Law. As a law student, he was the recipient of numerous honors, including the Nathan Scarritt Prize for the highest academic standing in his class and American Jurisprudence Awards in Civil Procedure II, Constitutional Law, Contracts, International Business Transactions, Patent Law, Property, Oil and Gas, Trial Techniques, Water Law, and Wills and Trusts.
While attending law school, Zach interned with the University of Oklahoma Office of Legal Counsel and worked on numerous labor and employment matters concerning the university. Before joining McAfee and Taft, Zach also worked for Cox Communications for five years as a sales manager while earning his undergraduate degree in economics from the Michael F. Price College of Business at the University of Oklahoma.
USERRA supersedes any employer’s policy, plan, or practice that limits the rights of returning military personnel to return to work. Any additional prerequisites to reinstatement that an employer tries to apply are unlawful—and you must reinstate the veteran to his former position. USERRA is probably the strictest employment law out there…