HB 1849 creates a temporary Teacher Recruitment and Retention Program (expiring November 1, 2028) administered by Oklahoma Partnership for School Readiness. It directly affects childcare facility employees by exempting their household income from eligibility calculations for the Child Care Subsidy Program, waiving copayments for qualifying workers, and requiring childcare providers to notify the Department of Human Services within 30 days if an employee leaves. The bill ensures childcare workers qualify for subsidies without income limits, while maintaining all other standard eligibility requirements for the subsidy program.
SB 521 updates Oklahoma's franchise law by clarifying key definitions in Section 6005 of Title 59. It defines "franchisor" to include subfranchisors who handle both pre-sale and post-sale activities, and specifies that a "franchise" requires trademark use, franchisor control or assistance, and a payment. Crucially, the bill explicitly states that franchisors are not employers of franchisee employees, and franchisee employees are not considered employees of the franchisor. This directly affects franchise businesses and their workers in Oklahoma by clarifying legal employer-employee relationships. The bill takes effect November 1, 2025.
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 1106 amends Oklahoma's Fair Pay for Construction Act to clarify which construction projects are exempt from its requirements. It specifically excludes highway, railroad, turnpike, municipal road, bridge, utility, traffic control, drainage, sewer, waterline, and single- to four-family dwelling construction contracts from the act's coverage. The bill also voids contract clauses that require dispute resolution in another state or limit contractors' rights under the act. The changes take effect on November 1, 2025.
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.
