SB 1805 bans juvenile detention facilities (operated by the Office of Juvenile Affairs or counties) and certified adult companion homes from using temporary staffing agencies or "contracting organizations" to hire direct staff. The bill specifically prohibits facilities from contracting with agencies that provide temporary or part-time workers instead of full-time, direct-hire employees. It defines "temporary agency" broadly to include staffing, recruiting, or part-time agencies. The law takes effect November 1, 2026.
HB 3177 sets a base annual salary of $53,000 for court reporters regularly employed by Oklahoma's Corporation Commission. It also establishes additional pay based on certifications: $2,000 per year for each qualifying certification (like RPR, RMR, or CRR) up to a maximum $8,000 annually, plus a $3,000 equipment allowance and $400 per year in longevity pay (capped at $8,000 total). These provisions apply specifically to court reporters working for the Corporation Commission, with salary adjustments tied to certification levels and years of service. The bill directly affects court reporters employed by the Corporation Commission, detailing concrete pay structures rather than broader policy changes.
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.
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 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 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.
HB 4198 creates Oklahoma's "Protection from Workplace Violence Act," allowing employers to seek court-issued protective orders against former employees who harass or stalk current employees. It defines workplace harassment and stalking broadly (including repeated contact, following, or electronic communications) and sets clear procedures for filing petitions, obtaining emergency ex parte orders, and scheduling hearings. The law requires specific information in protective orders, limits hearing timelines, and establishes statewide validity for these orders. It directly affects employers (in businesses with over two employees) and current employees seeking protection from former employees’ threatening behavior.
HB 1016 requires content creators in Oklahoma who feature minors in compensated online videos to set aside earnings in a trust account for the minor until they turn 18. It mandates detailed record-keeping of minor-related content, views, and earnings, and allows minors aged 13+ to demand removal of their likeness from content. Content creators must maintain these records until the minor turns 21 and face civil penalties for violations, including lawsuits for unpaid trust funds. The law directly affects minors appearing in compensated video content on platforms like social media or streaming services within Oklahoma.
HB 4253, the "Taxpayer Dollars Protect Workers Act," requires businesses receiving Oklahoma's economic development incentives (such as tax credits, grants, or job creation programs) to comply with specific labor practices. It prohibits employers from bypassing secret ballot elections for union representation, sharing employee contact information with unions without written consent, or signing neutrality agreements that prevent them from discussing union issues with workers. The law applies to all projects funded by state incentives and forbids employers from requiring subcontractors to violate these rules. Violations may result in the state recovering funds, with reports investigated by the Attorney General.
