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 1739 increases employer contributions to Oklahoma's law enforcement retirement system from 11% to 16.5% over five years, starting July 2025. It changes how retirement benefits are calculated for certain officers by using the highest salary for similar positions (instead of final average salary) to determine payments. The bill directly affects current and future retirees in the Oklahoma Law Enforcement Retirement System, including highway patrol officers, investigators, and other covered law enforcement roles. Benefits will be based on the greater of either the top salary for comparable positions or the member's final average salary, multiplied by 2.5% per year of service.
HB 4321 amends Oklahoma's Elevator Safety Act to strengthen enforcement and public safety processes. It requires the Department of Labor to create an enforcement program including random inspections, written notices for violations, and public awareness efforts, while prohibiting retroactive application of new safety rules to existing buildings unless documented hazards exist. The bill also establishes a process for anyone to submit written complaints about elevator safety concerns, with the Department required to investigate if reasonable grounds are found. The law takes effect November 1, 2026, directly affecting elevator owners, operators, and the Department of Labor.
SB 169 increases annual longevity pay for eligible Oklahoma state employees based on years of service, with payments rising from $250 to $3,000 per year for 20+ years of service. It directly affects most full-time and part-time state employees (excluding elected officials, school districts, and certain boards/commissions), including conservation district workers under the Oklahoma Conservation Commission. The bill updates payment schedules in the statute, clarifies eligibility rules for continuous service (allowing 30-day breaks), and specifies that part-time employees working over 150 hours monthly count toward eligibility. The changes apply to employees certified by their agency and take effect upon enactment.
HB 3794 modifies Oklahoma's licensing rules for professions by restricting when criminal history can deny a license. It requires licensing boards to determine if an offense "substantially relates" to the job duties and "poses a reasonable threat" to public safety before denying an application, considering factors like offense seriousness, time elapsed, and rehabilitation evidence. The bill creates a pre-application process (Section F-G) where applicants can request a written determination on eligibility before applying, with boards required to respond within 60-90 days. It also prohibits denial based on sealed/expunged records, most convictions over five years old (with specific exceptions like sex offenses), or vague "good character" standards.
HB 4202 modifies Oklahoma's workers' compensation medical reimbursement rules. It requires MRI services to be provided by Medicare-compliant or accredited facilities to qualify for reimbursement, and sets reimbursement rates for other services at 150% of Medicare rates for certain evaluations. The bill also caps travel reimbursement for medical appointments at 600 miles round trip and updates the fee schedule to use Medicare rates as a benchmark. These changes directly affect injured workers receiving medical care and healthcare providers seeking reimbursement for services under workers' compensation.
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 3383 limits most Oklahoma state employees to working no more than 14 hours in any 24-hour period, including overtime. This rule may be temporarily suspended during officially declared emergencies to protect life, public safety, or critical infrastructure. The Office of Management and Enterprise Services must define what qualifies as an emergency, and all state agencies must create new scheduling rules to comply. The law takes effect July 1, 2026.
HB 3748 amends Oklahoma county commissioners' powers to include new provisions for county employee education and highway management. It establishes a tuition reimbursement program for county employees who maintain A/B grades in approved courses, requiring a one-year service commitment after participation. The bill also modifies highway relocation procedures, requiring institutions (like four-year universities) to notify county commissioners in writing and hold public hearings before altering highways adjacent to their property. These changes directly affect county employees seeking professional development and institutions managing land adjacent to public roads. The bill does not alter existing funding or create new taxes.
