HB 3265 amends Oklahoma's police pension law to clarify disability benefit eligibility for law enforcement officers. It specifically expands the definition of "mental health specialist" to include licensed psychologists for disability certification (Section G). The bill establishes a clear benefit scale based on disability percentage (e.g., 50-74% impairment equals 75% of accrued retirement benefit) and presumes line-of-duty disability for officers exposed to hazardous substances like chemicals or blood-borne pathogens, unless proven otherwise (Section I). These changes directly affect Oklahoma police officers seeking disability benefits through the Oklahoma Police Pension and Retirement System.
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 3838 prohibits discrimination based on vaccination status or the possession of digital "immunity passports" in Oklahoma. It bans employers, government services, and public accommodations from denying jobs, services, or access due to vaccine status, while exempting existing school immunization requirements and healthcare facilities following federal CMS/CDC rules. The bill defines "immunity passport" as digital health records and explicitly protects individuals from being required to receive vaccines under emergency authorization or clinical trials. It becomes effective November 1, 2026, and aims to preserve medical privacy and prevent discriminatory practices observed during the pandemic.
HB 4131 amends Oklahoma's statutes governing county commissioners' authority, specifically updating provisions related to employee education reimbursement. It establishes a program allowing counties to reimburse employees up to 100% of tuition costs for approved education courses (requiring at least a B average) or 75% for passing grades, with employees committing to one year of continued service. The bill does not create new social services funding but refines existing county budget authority for employee development. It explicitly prohibits elected officials from receiving safety-related awards and limits such awards to $250 annually per employee. This is a procedural amendment to county financial management rules, not a substantive change to social services programs.
HB 4262 provides financial and programmatic support for Oklahoma public school teachers seeking National Board certification. It covers up to $1,800 of certification costs annually for up to 100 teachers through the Education Leadership Oklahoma program, offers free mentoring for up to three years, and grants two additional professional leave days for portfolio development. The bill also establishes an annual $5,000 bonus for certified teachers - payable for five years for those certified after June 30, 2013, or ten years for those certified before - funded by lottery dollars and paid directly to eligible teachers. This bonus does not count toward minimum salary schedules or retirement calculations, and recipients are ineligible for the additional salary increment under the minimum salary schedule.
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 4084, the Oklahoma Worker Heat Safety and Protection Act, requires employers to protect outdoor and heat-exposed workers when the heat index reaches 80°F or higher. The bill mandates paid rest breaks (15-20 minutes hourly based on heat levels), access to shaded areas, and cool drinking water (at least 32 ounces per hour at or below 77°F). Employers must provide heat safety training, post workplace notices, develop acclimatization plans for new workers, and establish emergency response procedures for heat illness. The law applies statewide to all non-emergency workplaces and takes effect November 1, 2026.
HB 3964 expands bereavement leave eligibility for Oklahoma state employees by adding "stillborn" to the definition of "relative" under the state leave sharing program. This change directly affects state employees with one year of continuous service who experience the loss of a stillborn child, allowing them to use donated leave for this purpose. The bill modifies existing provisions to include stillborns under "relative" for bereavement leave, alongside other family members, and creates a Leave of Last Resort Bank funded by retiring employees' unused leave. The policy change ensures state employees can access shared leave support for stillbirth-related bereavement without needing to exhaust all other leave options first.
HB 3332 creates a new defined contribution retirement plan for Oklahoma teachers hired on or after November 1, 2026, replacing the existing defined benefit system for these new employees. Certified teachers and school staff who start working after this date must choose between the new plan and the traditional retirement system through a one-time, irrevocable election. Under the new plan, employees and employers contribute to personal retirement accounts, with benefits based on contributions and investment returns rather than final salary. The Teachers' Retirement System will manage the plan’s trust, investment options, and account distributions, while current teachers remain in the existing defined benefit system.
HB 3965 requires Oklahoma state agencies to provide full-time employees with two or more years of service with six weeks of paid maternity leave following the birth or adoption of a child. This leave is in addition to existing pregnancy-related sick leave and must be paid at the employee’s full annual salary without interrupting seniority, pay progression, or performance awards. The bill applies to all state employees meeting the tenure requirement and becomes effective January 1, 2027. It does not replace current sick leave policies but adds this specific paid leave benefit.
