SB 1425 repeals three existing Oklahoma statutes related to health care workforce programs: 70 O.S. 2021 §2640 (Oklahoma Health Care Workers and Educators Assistance Program) and 74 O.S. 2021 §§3200.1-3200.2 (Health Care Workforce Resources Act). This bill eliminates the legal framework for these specific programs, which previously provided assistance to health care workers and educators. The repeal takes effect on November 1, 2026, and directly affects the administrative structure and operations of those programs. No new provisions or funding are created; the bill solely removes the existing laws.
HB 3467 modifies leave policies for education employees in Oklahoma, specifically expanding maternity and adoption leave to cover children under four years old. The bill directly affects public school staff and other education employees who take leave for childbirth or adoption. Its key provision limits eligibility to cases where the child is under four years of age, narrowing the scope of existing leave coverage. The bill was amended to include this age restriction and referred to the Education Oversight committee for further review.
SB 1884 ensures school districts grant statewide professional educators' associations (like teacher unions) equal access to school employees for activities such as distributing materials, speaking at meetings, and using school facilities. It prohibits schools from conditioning this access on fees, meals, or donations and requires districts to notify the State Board of Education if access is denied within 15 days. The bill also allows school employees to terminate membership in these associations at any time without restrictions or requiring a reason, and invalidates any existing agreements that limit this right. These changes take effect July 1, 2026, applying directly to school employees and educators' associations in Oklahoma.
HB 3043 creates a new category of "seasonal employees" for Oklahoma's Department of Veterans Affairs, defined as unclassified staff working under 1,699 hours annually. These employees will not receive benefits like paid leave, health insurance, retirement, or paid holidays. The bill requires the Department to report annual usage of these positions, including worker counts and total wages, in its budget requests. The law takes effect November 1, 2026.
HB 3086 requires Oklahoma's State Board of Corrections to approve the Director's authority over prisoners' discipline and work programs. It specifically creates a Construction Division within the Department of Corrections for inmate work crews and prohibits inmates in this program from forming unions, striking, or engaging in collective bargaining. The bill also mandates Board approval for the Director to appoint staff, accept funding, or establish policies governing prison operations. These changes primarily affect prisoners working in the Construction Division and correctional staff managing prison programs.
HB 2288 modifies rules for retired Oklahoma teachers who return to public school employment. It establishes a 60-day cooling-off period after retirement before reemployment and sets annual earnings limits: retired teachers under 62 may earn up to half their final salary (or Social Security's limit, whichever is lower), while those 62+ may earn up to $30,000 or half their final salary. The bill also creates a three-year exception (ending July 2027) allowing certain retired teachers who haven't worked for a public school in the past year to return without earnings limits. It clarifies that part-time work for state government (like the Legislature) doesn't count as public school employment under these rules.
HB 3657 amends Oklahoma's definition of "employment" in the Labor Act, primarily affecting agricultural workers, crew leaders, and domestic workers. It clarifies that agricultural workers become covered employees if their employer paid $20,000+ in cash wages during a calendar year or employed 10+ workers for 20 weeks. The bill also defines "crew leaders" (who supply farm laborers) and specifies when they or the farm operator are treated as employers. Additionally, it updates domestic service coverage to require $1,000+ in quarterly cash wages for workers to be considered employees. The bill is proposed for the 2026 legislative session.
HB 3127 protects Oklahoma medical marijuana patients and caregivers from discrimination in employment, public assistance, and firearm ownership. It prohibits employers from refusing to hire, firing, or penalizing individuals solely for being a licensed medical marijuana user, and bars denial of Medicaid, SNAP, or firearm rights based on that status. However, the bill mandates a "zero-tolerance" policy for safety-sensitive jobs (like operating vehicles, handling hazardous materials, or direct patient care), allowing employers to enforce drug testing and discipline for marijuana use at work. Employers may still maintain written drug testing policies under state standards, but cannot deny employment based solely on medical marijuana license status or a positive test if the user is licensed and not impaired at work.
HB 3024 establishes a 10% annual cap on salary increases and bonuses for most state employees in executive branch agencies, requiring cabinet secretary approval for any increase exceeding this limit. It mandates that agencies set performance metrics for bonus eligibility and document salary adjustments above 10% due to role changes or performance reviews. The bill excludes executive directors, positions requiring advanced degrees or state licenses (like doctors and engineers), and employees of higher education systems or school districts from these limits. These provisions take effect July 1, 2026, with the Office of Management and Enterprise Services overseeing implementation.
HB 4253, the "Taxpayer Dollars Protect Workers Act," requires businesses receiving Oklahoma's economic development incentives (such as tax credits, grants, or job creation programs) to comply with specific labor practices. It prohibits employers from bypassing secret ballot elections for union representation, sharing employee contact information with unions without written consent, or signing neutrality agreements that prevent them from discussing union issues with workers. The law applies to all projects funded by state incentives and forbids employers from requiring subcontractors to violate these rules. Violations may result in the state recovering funds, with reports investigated by the Attorney General.
