SB 663 transfers management of the Workforce Coordination Revolving Fund from its previous administrator to the Oklahoma Workforce Commission. It specifies that all funds remaining in the account as of July 1, 2024, must be used for workforce development programs. The bill amends existing law to remove references to fund transfers and sets an effective date of July 1, 2025. The legislature declared an emergency to expedite the law's implementation.
This bill modifies Oklahoma's minimum wage calculation by allowing employers to count up to 50% of tips, meals, or lodging toward meeting the state's minimum wage requirement, provided the base cash wage meets federal standards (29 C.F.R. § 531.50(a)(1)). It directly affects tipped workers (like restaurant staff) and their employers when Oklahoma's minimum wage exceeds the federal rate. The key provision updates how wages are computed, ensuring employers cannot reduce cash wages below federal thresholds while crediting qualifying non-cash compensation. The law takes effect November 1, 2025.
SB 662 expands the Oklahoma Workforce Commission's authority to implement workforce development programs. It requires the Commission to collect specific data (like participant wages, job openings, and program outcomes) and create a public dashboard to track workforce efforts, directly affecting educational institutions, state agencies, and workforce programs. The bill establishes a revolving fund for program funding and mandates implementation of initiatives targeting high-demand occupations through partnerships with schools, scholarship matching, and work-based learning opportunities like apprenticeships. These changes became effective July 1, 2025, after the bill was signed into law without the Governor's signature on May 27, 2025.
HB 2011, titled "Fighting Chance for Firefighters Act," actually expands health insurance benefits for firefighters rather than providing tax credits, as the title incorrectly states. The bill amends Oklahoma Statutes Section 1315 to explicitly include municipal fire departments (organized under 11 O.S. § 29-101) and county fire departments (under 19 O.S. § 351) in the Oklahoma Employees Insurance and Benefits Plans. This allows firefighters employed by these departments to access the same health insurance coverage available to state employees, including continuation of coverage after retirement or termination with eight years of service. The law, enacted without the Governor’s signature on May 27, 2025, directly affects firefighters in local fire departments by improving their access to health insurance benefits.
SB 434 increases the maximum combined contribution rate for Oklahoma county employees' retirement systems from 18.5% to 22% of an employee's monthly compensation. This change directly affects county employees participating in retirement funds, allowing employers and employees to collectively contribute up to 22% of pay toward their retirement savings. The bill amends existing law to set this new 22% cap, effective July 1, 2025, and allows counties to adjust employer/employee contribution splits as long as the total remains at 22%. The policy change simplifies retirement funding parameters without altering benefit calculations.
SB 577 requires manufacturing facilities seeking a five-year property tax exemption to submit annual information to the Oklahoma Tax Commission, including proof of out-of-state sales revenue and wage compliance. It mandates the Tax Commission to share specific data with the Incentive Evaluation Commission to verify exemption eligibility. The bill updates requirements for facilities to qualify, including an annual investment cost threshold adjusted for inflation (based on CPI) and wage standards tied to Oklahoma's Quality Jobs Program. This affects manufacturers building, expanding, or acquiring facilities with qualifying investments, ensuring transparency in tax exemption programs.
SB 924 amends Oklahoma's Employment Security Act of 1980 to update procedures for unemployment claims. It modifies definitions (including clarifying "digital portal filing" and "electronic e-filing"), allows the Oklahoma Employment Security Commission to adjust appeal filing requirements, and updates rules for dismissing cases due to missing information or confidentiality. These changes directly affect claimants applying for unemployment benefits, employers, and the Commission. The bill was vetoed by the Governor on May 10, 2025, and did not become law.
HB 1483 extends whistleblower protections to school support employees (like counselors, cafeteria workers, and administrative staff) in Oklahoma, alongside teachers. It prohibits school districts from disciplining these employees for reporting violations of law, the Oklahoma Constitution, or rules - whether to supervisors, school boards, law enforcement, or the State Department of Education. The bill requires school districts to prominently post this law and clarifies it doesn’t override student privacy rights under FERPA. The law takes effect July 1, 2025, after being approved by the governor on May 6, 2025.
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 1465 updates Oklahoma teacher salary rules to count up to five years of military service (including National Guard) during a national emergency toward salary increments and retirement benefits. This directly affects Oklahoma public school teachers who served in the military, allowing their service to count toward their salary progression and retirement eligibility. The bill caps this credit at five years total, regardless of the service period. It became effective without the Governor's signature on May 7, 2025, and modifies existing salary schedules to reflect this change.
