HB 1914 requires railroads operating in Oklahoma on main or branch lines to carry physical copies of key safety documents, including a freight manifest, emergency response guide, and Federal Railroad Administration safety certification, for all trains. It mandates that conductors, engineers, and railroad staff must have tangible, non-electronic identification documents on hand during operations. Violations incur daily civil penalties of $2,500-$10,000, with potential fines up to $250,000 for gross negligence causing harm. The law, effective November 1, 2025, applies directly to railroads and their operating personnel within Oklahoma.
SB 107 creates a state income tax credit for ambulance service staff in Oklahoma, effective for tax year 2025 and beyond. It provides specific credit amounts based on certification level: $100 for certified emergency medical responders, $200 for emergency medical technicians, $400 for intermediate/advanced EMTs, and $600 for paramedics. To qualify, workers must maintain required licenses/certifications and submit employer documentation verifying employment through the tax year, with only one credit allowed per tax year. The bill also requires the State Commissioner of Health to create an online submission form for this documentation.
HB 1449, the Vaccine Mandate Prohibition Act, bans covered entities - including state agencies, hospitals, schools, and businesses receiving public funds - from requiring SARS-CoV-2 or COVID-19 vaccines for employment, licensure, education, or access to facilities. It also prohibits discrimination against unvaccinated employees and shields compliant entities from civil liability related to vaccine exposure claims. The bill directly affects employers, educational institutions, and healthcare providers that previously enforced vaccine mandates. It takes immediate effect under an emergency declaration, removing legal barriers for entities to stop requiring such vaccines.
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 14 requires Oklahoma employers (both public and private) to provide employees and contractors with a "certification of disclosure exemption" form if they refuse to disclose their COVID-19 vaccination status. Employers must accept the completed form within 30 days, cannot retaliate against employees who use it (e.g., through discipline, pay cuts, or denial of benefits), and cannot require them to wear visible markers of their exemption. The bill also mandates that employers offer reasonable accommodations like mask-wearing or weekly testing (at employer cost) instead of requiring vaccination disclosure. It explicitly prohibits employers from disclosing exemption status, offering rewards for disclosure, or segregating employees based on vaccination status.
HB 1842 modifies Oklahoma's workers' compensation rules for mental health injuries affecting first responders. It removes the requirement for a physical injury to claim PTSD-related compensation for law enforcement officers, firefighters, and EMTs responding to emergencies. The bill limits mental injury disability benefits to 52 weeks (with 26 weeks for initial coverage), caps medical treatment costs at $10,000, and requires employers to suspend CLEET certification and collect service weapons during disability. This directly affects full-time and volunteer first responders whose mental health conditions arise from emergency response duties.
HB 1424 establishes a new process for resolving unfair labor practice claims between cities/towns (local government employers) and public employee unions. It requires written notification of alleged unfair labor practices within six months, followed by a specific three-step arbitrator selection process: each party selects one arbitrator within 10 days, they jointly select a third (or use the Federal Mediation Service if needed), and the third serves as chair. The bill specifies that the first two arbitrators' fees are paid by their respective sides, while the third arbitrator's reasonable fees are shared equally. This process applies to interest arbitration, unfair labor practice disputes, and union certification matters.
