Labor & Employment (Employment Discrimination)

SB 2084 caps settlement amounts for wrongful termination claims by employees of Oklahoma public institutions of higher education (like state universities) at two years of their base salary at termination. It limits total settlements to include back pay and damages but excludes accrued unpaid wages, leave, and retirement contributions already earned. The bill specifically applies to state law claims, not federal ones, and takes effect November 1, 2026. This directly affects public university employees filing termination disputes under Oklahoma law.

SB 1742 prohibits Oklahoma state employees from stating their preferred pronouns on any official work documents or communications. It defines workplace harassment to include stating preferred pronouns, requiring the Department of Labor to create standards for handling such violations, which must be approved by both legislative chambers before being distributed to all state agencies. The bill takes effect July 1, 2026, and declares an emergency to allow immediate implementation upon passage. This directly affects all state employees and agencies in their official workplace communications regarding pronoun usage.

SB 2120 limits settlement amounts for wrongful termination claims by employees of Oklahoma's public institutions of higher education. It caps total settlements at two years of the employee's base salary, including back pay and compensatory damages, but excludes accrued unpaid wages and retirement contributions already earned. The bill applies only to claims under Oklahoma state law, not federal claims, and takes effect on November 1, 2026. This change directly affects public university employees who pursue wrongful termination lawsuits in state court.