Labor & Employment

HB 2802 amends Oklahoma's licensing laws for professions and occupations to limit when criminal history can block a license. It prohibits denial based on sealed/expunged records, arrests without conviction, or convictions over five years old (unless involving specific violent offenses like domestic abuse or sex offenses). Licensing agencies must now consider factors like the offense's relevance to the job, time passed, rehabilitation efforts, and provide written notice with appeal rights if denying a license. This directly affects applicants with criminal records seeking licenses for jobs like nursing, contracting, or childcare, ensuring decisions are based on specific, relevant criteria rather than vague standards.

SB 254 requires Oklahoma's Department of Labor to hire an independent actuary by January 2027 to analyze the costs and structure of a potential paid family and medical leave program. The study will examine key factors like coverage for all workers (including self-employed), premium costs shared by workers and employers, wage replacement rates for low-income workers, and administrative expenses, using data from other states. It does not create the leave program itself but mandates a detailed cost analysis to inform future decisions. The actuary must model at least two program designs and report findings publicly within 30 days of completion. This study is a prerequisite step before any implementation of a state-run paid leave system.

SB 744 protects Oklahoma employees from employer retaliation for exercising specific labor rights. It prohibits employers from firing, penalizing, or discriminating against workers who file complaints about labor violations, assist investigations, testify in proceedings, or exercise voting/free speech rights as elected officials. Violations are misdemeanors punishable by fines up to $200 or up to 30 days in jail. The law applies to all employers under Oklahoma labor law and takes effect July 1, 2025.