HB 4146 expands paid maternity leave eligibility to full-time school employees in Oklahoma who have worked at least 1,250 hours over the past year. This includes employees in public school districts, technology center districts, rehabilitation services, correctional facilities, and juvenile affairs. Eligible employees receive six weeks of paid leave immediately after childbirth, which supplements but does not replace existing sick leave for pregnancy-related needs. The bill requires state funding through a revolving fund or allocated education budget to cover the leave costs, effective July 1, 2026.
SB 1947 allows Oklahoma state employees to opt out of the state's basic health plan if they have separate health insurance or belong to a health care sharing ministry (HCSM). Employees with separate insurance receive $150 monthly instead of the flexible benefit amount, while HCSM members retain their full benefit. The bill amends state law to require proof of coverage and an annual affidavit for opt-outs, with the state retaining any savings from employees opting out. This policy change directly affects active state employees enrolled in the Oklahoma Employees Insurance and Benefits Program.
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 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.
SB 1588 expands Oklahoma's Address Confidentiality Program to allow medical care providers (including doctors, nurses, paramedics, and hospital staff) who have reported a crime against them to use a confidential address instead of their real residential or work address. Applicants must submit a sworn statement detailing safety concerns, provide contact details for the Attorney General, and designate the AG as their agent for mail and legal notices. The Attorney General approves applications, provides a substitute address for official records, and keeps actual addresses confidential, with penalties for false statements including perjury charges. The program, effective November 1, 2026, ensures medical providers can safely access services while maintaining privacy from potential retaliation.
HB 4231 amends Oklahoma's pension laws to update how retirement benefits are calculated for public employees, particularly affecting firefighters in the Oklahoma Firefighters Pension and Retirement System. The bill modifies computation factors used to determine accrued retirement benefits and disability retirement benefits, adjusts the formula for monthly retirement annuities, and increases municipal contributions to the system. It also clarifies definitions related to "nonfiscal retirement bills" and establishes conditions for benefit increases based on the retirement system's funded ratio. These changes directly impact current and future retirees, as well as local governments contributing to the pension system. The bill focuses on technical adjustments to pension calculations rather than creating new benefits or funding sources.
SB 1924 increases the financial incentive for Oklahoma state employees who opt out of the state's basic health insurance plan. Currently, opting out provides $150 annually; starting July 1, 2026, this rises to $500 per month. Employees must provide proof of separate health insurance coverage each year to qualify for the payment. The bill affects state employees eligible for the basic health plan who choose to enroll in outside coverage instead of state-provided benefits.
SB 1480 requires all Oklahoma technology center school districts to appoint an apprenticeship coordinator. These coordinators must build employer relationships, help students access apprenticeships, and work with schools that offer apprenticeships under the AIM Act. The bill also mandates that schools serving technology centers must collaborate with these coordinators to improve student participation in apprenticeship programs. This directly affects technology center districts, their partner schools, and high school students seeking work-based learning opportunities.
HB 3313 establishes a new defined contribution retirement plan for Oklahoma public employees hired on or after November 1, 2015, replacing the traditional defined benefit pension for these workers. It requires a minimum 4.5% employee contribution (with a 6% employer match), allows higher voluntary contributions up to 7%, and gives participants investment choices through 401(a) and 457(b) plan structures. The bill excludes certain employees, including district attorneys, county/city officials, and some hospital staff, from this new system. Key provisions include customizable benefit forms, employer matching based on contribution rates, and requirements for the Board of Trustees to maintain tax-qualified plan status.
SB 1960 prohibits Oklahoma municipalities, counties, and state agencies from considering race, religion, sex, or other protected characteristics in hiring decisions. It bans government entities from hiring to achieve diversity goals or creating positions focused on diversity, equity, and inclusion (DEI) initiatives. The bill directly affects all public sector employers in Oklahoma by restricting how they structure hiring processes and workplace programs. It takes immediate effect due to an emergency declaration, preventing government entities from implementing DEI-focused policies or practices in employment.
