Employee Resources

In 2025, employees will receive an annual benefits allowance of $9,042 for employee-only coverage, in addition to your salary. This allowance increases if you choose to cover dependents, making Service Oklahoma one of the few employers that offers additional benefits for family members. We provide multiple medical, dental and vision plan options to ensure you can select what best suits your family's needs.  More information on the plans offered through the state can be found on the Employees Group Insurance Division (EGID) website. 

Mid-year Changes

To be eligible to add, drop or change coverage on yourself and/or your dependents after your initial enrollment (other than Option Period), you must experience a midyear qualifying event. Strict rules apply to all qualifying events.  You must initiate your election change and upload documentation of the event and the date it occurred in Workday within 30 days of the qualifying event.  Allowable midyear changes within plan guidelines include:
 - Change in your legal marital status.
 - Change in your number of dependents.
 - Change in your or your dependent’s employment status that directly affects eligibility.
 - Changes in your or your dependent’s place of residence that directly effects eligibility or HMO/DMO availability.
Changes that do not fall into the above categories are generally not allowed except during Option Period.  If you have questions regarding a midyear qualifying event, please contact Human Resources.

Beneficiaries

Beneficiaries for life insurance and outstanding wages can be changed at any time. To ensure your beneficiaries’ contact information remains up to date, it recommended that these forms be updated every couple of years.  Please submit the completed forms to the Human Resources Office. 

We value the importance of work-life balance. As a state employee, you are entitled to 30 days of annual and sick leave, along with 11 paid holidays. Your leave accrual increases every five years of service, allowing you to accumulate additional time off. Recent legislation also provides eligible employees with up to six weeks of paid maternity leave, enhancing your leave benefits.

Official State Holidays 2025
 

In recognition of your dedication and service, the state also offers longevity pay to reward employees for their years of service, providing an additional financial incentive as you progress in your career.
Please note: Your first longevity check will be provided to you on your second work anniversary.

        2-3 years of service = $250
        4-5 years of service = $426
        6-7 years of service = $626
        8-9 years of service = $850
        10-11 years of service = $1,062
        12-13 years of service = $1,250
        14-15 years of service = $1,500
        16-17 years of service = $1,688
        18-19 years of service = $1,900
        20-21 years of service = $2,000

Pathfinder Defined Contribution Retirement Savings Plan

Pathfinder is the mandatory defined contribution plan for eligible state employees who first become employed by a participating employer on or after Nov. 1, 2015, and have no prior participation in OPERS before that date.
The state matches up to 7% of your contributions to the Pathfinder retirement savings plan, which now includes a Roth option. This means we are investing in your future, helping you build a strong retirement for yourself and your family. The Pathfinder plan also gives you the flexibility to manage your investments according to your preferences. Changes to your plan can be made online following your first contribution on the Pathfinder website.  Participants may also use the website to schedule a meeting with the Pathfinder Retirement Plan Counselor. 

OPERS Defined Benefit Retirement Plan

The Oklahoma Public Employees Retirement System (OPERS) is a defined retirement plans for eligible state employees who first become employed by a participating employer prior to Nov. 1, 2015.
You participate 3.5% in OPERS by contributing a portion of your salary each pay period. Your employer also contributes 16.5% on your behalf. The amount of your contributions does not determine the amount of the OPERS retirement. Your benefits are determined by a formula which includes your salary and years of credited service. The paid contributions are invested, under the direction of the OPERS Board of Trustees, to provide lifetime retirement benefits to eligible members.
More information on vesting, 2.5% step up, retirement eligibility, early retirement, and calculation of the OPERS retirement benefit can be found on the OPERS website.
OPERS participants who are within 2 years of retirement eligibility may register to attend a pre-retirement webinar through OPERS and EGID:
OPERS Pre-Retirement Webinar
EGID Pre-Retirement Insurance Webinar

SoonerSave

OPERS participants may save additional money for retirement and reduce the amount of current state and federal income tax they pay each year by participating in SoonerSave.  Participants may supplement their OPERS benefit by contributing and investing pre-tax dollars into the 457 Deferred Compensation Plan.  State agencies provide an employer match of $25 per month through the 401(a) Savings Incentive Plan. 
To enroll, complete the SoonerSave Participant Quick Enrollment Form.  Contributions will be invested in the default investment option until further designation is made online.  You can manage your SoonerSave account online.

Service Oklahoma is an equal opportunity employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, disability, age, sexual orientation, gender identity, national origin, veteran status or genetic information. Service Oklahoma is committed to providing access, equal opportunity and reasonable accommodation for individuals with disabilities in employment, its services, programs and activities.

It is the policy of Service Oklahoma that qualified individuals with disabilities are not discriminated against because of their disabilities in regard to job application procedures, hiring and other terms and conditions of employment. It is further the policy of Service Oklahoma to provide reasonable accommodations to qualified individuals with disabilities in all aspects of the employment process. Service Oklahoma is prepared to modify or adjust the job application process or the job or work environment to make reasonable accommodations to the known physical or mental limitations of the applicant or employee to enable the applicant or employee to be considered for the position he or she desires, to perform the essential functions of the position in question or to enjoy equal benefits and privileges of employment as are enjoyed by other similarly situated employees without disabilities, unless the accommodation will impose an undue hardship. If reasonable accommodation is needed, please contact Robin Gagel and/or Human Resources.

The purpose of the state leave sharing program is to permit state employees to donate annual or sick leave to a fellow state employee who has exhausted, or will exhaust, all types of paid leave.
To be eligible to receive shared leave an employee must have a year of continuous service as well as meet at least one of the four criteria listed in paragraph A of the statute: 

“Severe or extraordinary” is defined in the statute as extreme or life threatening. 
Below is the link to the statute where it is defined:

State employees with one or more years of service who wish to receive or donate leave must complete the appropriate shared leave application as a donor or recipient and return to HR.

To be eligible to donate leave an employee must have one a year of continuous service and may donate annual or sick leave to an eligible employee provided the donation does not cause the annual leave balance of the employee to fall below 80 hours and provided the donation does not cause the sick leave balance of the employee to fall below 80 hours. Employees may not donate annual or sick leave that the donor would not be able to otherwise take.

Donated annual or sick leave is transferable between employees on an hour-to-hour basis irrespective of the hourly wage of the donating or receiving employee. Donated annual or sick leave shall be transferable between employees in different state entities, provided the receiving employee has first exhausted all their own available leave options.  Any donated leave not used by the recipient during an approved occurrence shall be returned to the donor. All donated leave must be given voluntarily.  No employee shall be coerced, threatened, intimidated or financially induced into donating annual or sick leave.

HCM-33A Receive Shared Leave Form

HCM-33B Donate Shared Leave Form

HCM-33C Donation to Leave Bank

Occupational safety is a top priority at Service Oklahoma, but when at-work injuries occur employees need quick access to treatment. Listed below are first response guidelines in case of a work-related injury or illness.

Emergency/Urgent Care:

If a work-related injury is serious or life-threatening, the employee may be transported to the nearest hospital emergency room or urgent care facility for immediate assistance. If an ambulance is needed, please call 9-1-1. In the case of an emergency or urgent care need, the employee may go immediately and will not need a pre-authorization form.

Non-life threatening/Non-urgent Injuries:

If the work-related injury requires medical treatment, but is not life-threatening or urgent, Human Resources will direct employees to seek treatment at one of the approved facilities in their area. Human Resources will provide the employee with the list of facilities and the pre-authorization form needed to seek treatment. The employee will also be provided with a list of participating pharmacies. An appointment is not needed to seek treatment at an approved facility, but the employee must have a pre-authorization form for the initial visit.

Workers Compensation Investigation Report:

Human Resources will complete page 1 of the Incident Investigation Report. The employee’s supervisor will complete page 2 and return to the Human Resources Office as quickly as possible. A claims adjuster will not be assigned, and the claim cannot be paid until the Incident Investigation Report is submitted.

Refusal to Seek Treatment:

Employees who report an at-work injury but wish to decline treatment should complete a Refusal to Treat form. A copy of the form should be sent to Human Resources so the incident can still be examined for agency safety concerns. An employee signing a refusal to treat form is not necessarily waiving their right to seek treatment later.

Compensation for Time Missed & Temporary Total Disability:

Employees may choose to enter their leave for time missed due to a work-related injury as Leave without pay (LWOP), even if they have paid leave time available. The employee should be aware, however, the first three (3) calendar days of absence are not compensated by workers compensation. Subsequent appointments (follow-up, physical therapy, etc.) are also not compensated by workers compensation. Only those employees who are temporarily totally disabled (TTD) for more than 3 days due to an at-work injury or illness may be reimbursed for 70% of their time off. There may be additional considerations so please reach out to the Human Resources for more information if an employee elects to use LWOP.

Return to Work Status Reports:

Employees must submit to their supervisor and Human Resources a copy of all return-to-work status reports received at each of their related medical appointments.

All state employees who have not opted out of benefits through the state are enrolled in HealthChoice Disability insurance. This insurance plan is designed to provide partial replacement of income lost as a result of a disabling illness or injury. An employee may make a disability insurance claim at any time; however, disability benefits will not start until the employee has been off work for 30 consecutive days and the need for disability has been approved by Sedgwick. Disability coverage pays an amount equal to 60% of the employee’s base salary up to a maximum dollar amount. Disability payments are offset or reduced by other benefits or payments received (i.e., holiday pay, sick and annual leave, shared leave or workers compensation payments).

The HealthChoice Disability handbook covers eligibility requirements, elimination period, short-term and long-term disability benefits, offsets and claim procedures. Sedgwick manages all HealthChoice Disability claims. Please be advised that disability payments are issued monthly, not bi-weekly. Missed insurance premiums may be billed to the employee or withheld from the disability benefit. Disability will not pay partial premium amounts. Disability payments are subject to all applicable state and federal taxes.

The first step to initiate a disability claim is to give Sedgwick a call.

Sedgwick
Phone: 855-262-0613
Fax: 855-800-5116

Please Note: This plan is not unemployment insurance, workers’ compensation, Social Security Disability Insurance or disability retirement. Disability insurance does not protect an employee’s position while they are away from work. However, eligible employees may request job-protected leave for specified medical reasons under the Family Medical Leave Act (FMLA) before, or while utilizing, HealthChoice Disability Insurance. Employees ineligible for FMLA may wish to make a request for leave as a reasonable accommodation under the Americans with Disabilities Act (ADA). These requests are subject to feasibility and can only be granted if they do not create undue hardship. Costs associated with medical examinations are not reimbursed by Service Oklahoma.

An eligible employee is entitled to protected leave under the Family and Medical Leave Act (FMLA) (add hyperlink to SOK FMLA Policy) for up to a total of 12 weeks (480 hours) during any 12-month period. It is important to note FMLA is not a separate type of leave and is not accrued nor accumulated. It is intended to provide certain job protections while an employee is away from work.

Benefits & Protections:

The FMLA provides eligible employees with job-protected leave for qualifying family and medical reasons and requires continuation of their group health benefits under the same conditions as if they had not taken leave. FMLA leave may be used at the same time as employer-provided paid leave or leave without pay (if all paid leave is exhausted). Employees must be restored to the same or a virtually identical position when they return to work after FMLA leave.

Eligibility:

An eligible employee is one who:
· Works for a covered employer
· Has worked for the employer for at least 12 months
· Has worked at least 1,250 hours for the employer during the 12-month period immediately preceding the leave

Qualifying Reasons:

Eligible employees may take up to 12 work weeks of leave in a 12-month period for one or more of the following reasons:

 · The birth of a child, or placement of a child with you for adoption or foster care and to bond with the newborn or newly placed child (leave must be taken within one year of the child’s birth or placement)
· To care for a spouse, son, daughter or parent who has a serious health condition
· For a serious health condition that makes the employee unable to perform the essential functions of his or her job
· For any qualifying exigency arising out of the fact that a spouse, son, daughter or parent is a military member on covered active duty or call to covered active-duty status.
· An eligible employee who is a covered service member’s spouse, child, parent or next of kin may take up to 26 weeks of FMLA leave in a single 12-month period to care for the service member with a serious injury or illness.

Application:

In the event of an employee’s serious health condition, use Form WH-380-E.
In the event of a family member’s serious health condition, use Form WH-380-F.

Usage:

An employee does not need to use leave in one block. When it is medically necessary or otherwise permitted, employees may take leave intermittently or on a reduced schedule. FMLA leave at Service Oklahoma runs concurrently with paid leave (sick or annual), comp time, workers’ compensation and disability insurance whenever possible.

FMLA Leave Entry in Workday:

Once approved, an employee must designate the type of leave intermittent FMLA absences should be drawn from in the Paid Time Off section of workday (example: Sick Leave-Intermittent FMLA, Annual Leave-Intermittent FMLA or Comp Leave-Intermittent FMLA).

If an employee has exhausted all their own available leave they may request the absence be drawn from the Unpaid Time Off section of Workday (Leave Without Pay–Intermittent FMLA), or if they have shared leave available they may request time from the Paid Time Off section (Shared Leave-Intermittent FMLA). Again, only after exhaustion of all forms of an employee’s own available leave.