Labor & Employment (Collective Bargaining)

HB 1424 establishes a new process for resolving unfair labor practice claims between cities/towns (local government employers) and public employee unions. It requires written notification of alleged unfair labor practices within six months, followed by a specific three-step arbitrator selection process: each party selects one arbitrator within 10 days, they jointly select a third (or use the Federal Mediation Service if needed), and the third serves as chair. The bill specifies that the first two arbitrators' fees are paid by their respective sides, while the third arbitrator's reasonable fees are shared equally. This process applies to interest arbitration, unfair labor practice disputes, and union certification matters.

HB 2168 would have prohibited Oklahoma public agencies from including terms in construction contracts for public projects (like roads or buildings) that require or discourage union agreements, or discriminate based on a contractor’s union status. It specifically banned language in bid specifications that forced contractors to join unions or treated union-affiliated bidders differently. The bill applied to all public improvement projects funded by the state, affecting both agencies issuing contracts and the contractors bidding on them. However, the bill failed in committee on April 8, 2025, and did not become law.

SB 506 requires Oklahoma school districts to obtain annual written authorization from employees for payroll deductions of professional organization dues or political contributions. It mandates that authorizations include a specific disclosure about voluntary membership (including First Amendment rights) and expire at the start of each new school year unless renewed. School districts must stop deductions within five business days of an employee's written request (including email or fax) and cannot charge employees for future dues after termination. The bill also prohibits districts from adding extra requirements for starting or stopping deductions and requires double reimbursement for delayed terminations.