This bill establishes new regulations regarding hiring practices in Oklahoma, specifically concerning the handling of criminal history information by employers. It defines key terms such as "criminal record history information," "private employer," "public employer," and "sensitive position." The bill prohibits public and private employers from obtaining or asking for an applicant's criminal history before making a conditional offer of employment. However, it allows employers to notify applicants about disqualifying convictions under applicable laws and to include a question about prior convictions in initial applications, limited to those that would disqualify the applicant under the law.

Additionally, the bill clarifies that employers may inquire about criminal history after a conditional offer has been made and may consider this information when making final hiring decisions. The provisions of the act apply only to applications submitted after its effective date, which is set for November 1, 2026. Notably, the act does not apply to sensitive positions or roles where federal, state, or local law mandates the consideration of an applicant's criminal record history.