HB 1601, the "ARCHER Act," extends maternity leave protections for eligible public school teachers in Oklahoma. It amends existing sick leave rules (70 O.S. § 6-104.8) to require school districts to provide extended leave for teachers who have worked at least 1,250 hours in the past year, specifically covering pregnancy-related needs beyond standard sick leave. The bill creates a dedicated exception to current sick leave policies, ensuring teachers can take leave for maternity without losing pay, aligning with federal Family and Medical Leave Act (FMLA) standards. This directly affects full-time classroom teachers in public school districts who meet the employment threshold. The law became effective after Governor approval on May 6, 2025.
HB 2018 amends Oklahoma law to include physical therapists and occupational therapists employed full-time in schools within the legal definition of "teacher" for benefit purposes. This means these professionals, who must hold current certifications and state licenses, will now receive the same legal protections and benefits as certified teachers in school districts. The bill takes effect July 1, 2025, and applies specifically to school-employed therapists meeting the certification requirements.
SB 142 updates Oklahoma's minimum salary schedule for certified school personnel (including teachers) in public schools, effective for the 2025-2026 school year. It sets new minimum pay rates based on years of experience and education level, such as $39,601 for a bachelor's degree with 0 experience, increasing to $59,153 for a master's degree with 25+ years. The bill also clarifies that "fringe benefits" exclude certain retirement contributions and requires school districts to notify teachers if their salary would fall below the new minimums. This is a direct compensation adjustment affecting all Oklahoma public school teachers under the state's salary framework.
HB 1268 allows licensed emergency medical personnel (including EMTs, paramedics) and deputy sheriffs/county jailers with at least 20 years of service to defer receiving their retirement benefits for up to five years while continuing to work. During this deferral period, employer contributions continue, participants receive cost-of-living adjustments, and they can choose to receive their accrued benefits as a lump sum or annuity upon retirement. The bill specifically applies to members of the Oklahoma Public Employees Retirement System who elect this option, with death benefits paid to survivors without the standard 30-month marriage requirement if death occurred during duty. It takes effect November 1, 2025.
SB 668 caps fees that health care staffing agencies can charge when placing workers who previously worked at a hospital or nursing facility. Specifically, the fee cannot exceed 105% of the worker’s highest hourly wage paid by that facility within the past two years. Covered facilities (hospitals or licensed nursing/specialized facilities) can sue agencies for violations if they fail to correct excessive fees after being notified with payroll records. If found liable, agencies must pay damages, attorney fees, and other remedies. The law takes effect November 1, 2025.
HB 2206 amends Oklahoma's law enforcement retirement system to expand membership eligibility. It specifically adds school resource officers employed by Oklahoma public schools (who elect to join by November 30, 2025) to the Oklahoma Law Enforcement Retirement System, while updating definitions for existing members like communications staff and park rangers. The bill clarifies service credit transfer rules and sets new eligibility standards, including physical exams and moral character requirements for all applicants. These changes directly affect current and future law enforcement personnel in defined roles within Oklahoma's public safety agencies.
SB 1289 provides a 5% annual salary increase for eligible state employees effective July 1, 2026, based on their salary as of June 30, 2026. It directly affects full-time, part-time, temporary, and limited-term state workers who were employed on June 30, 2026, excluding elected officials, judges, cabinet secretaries, district attorneys, higher education staff, and other specific categories listed in the bill. The increase is prorated for part-time employees based on their work schedule, and employees on leave without pay receive the raise upon returning to work. The bill explicitly excludes certain leadership roles and agencies from the pay adjustment, as detailed in Section 1D of the text.
HB 1848 creates an Oklahoma income tax credit for employers that covers up to 30% of eligible childcare expenses for employees' children aged 5 or younger. Qualifying expenses include direct childcare assistance, operating a childcare facility for employees, or reserving spots at a licensed childcare facility. The credit is capped at $30,000 per employer annually and $5 million statewide per fiscal year, and applies to tax years 2026 through 2030. This policy aims to reduce childcare costs for working families by incentivizing employer-supported childcare solutions.
HB 1011 creates a voluntary Education Employee Assistance Program within Oklahoma's Department of Mental Health and Substance Abuse Services to help school employees manage personal issues like mental health challenges, substance abuse, or financial difficulties that affect job performance. The program provides assessment, referral, and counseling services to employees and their families, with all participation records kept confidential and separate from regular personnel files. School districts may maintain their own employee assistance programs as long as they follow the same confidentiality rules and record-keeping standards established by the Department. Participation or nonparticipation does not impact an employee's discipline or employment status.
SB 943, the Oklahoma Medical Freedom Act, protects Oklahomans' right to refuse medical treatments, vaccines, or procedures without discrimination in employment, public accommodations, or legal rights. It prohibits healthcare licensing boards from disciplining professionals who voice concerns about mandates, advocate for patient autonomy, or report unethical practices. The bill creates a legal cause of action for healthcare workers facing retaliation, allowing them to seek injunctive relief, damages, and expedited court review. It directly affects Oklahoma residents exercising medical choices and healthcare professionals speaking out against coercive policies.
