{"data":{"id":"us-ok/okla.-stat.-tit.-63-63-1-1947","jurisdiction":"us-ok","citation":"Okla. Stat. tit. 63, § 63-1-1947","heading":"Employee background checks","body":"A. 1. The State Department of Health and the Department of\n\nHuman Services shall conduct criminal history background checks on\n\nall current employees and applicants for employment of the State\n\nDepartment of Health and Department of Human Services whose\n\nresponsibilities include working inside long-term care facilities on\n\nbehalf of the State Department of Health or the Department of Human\n\nServices.\n\n2. A criminal history background check shall be conducted on\n\nthe following individuals whose responsibilities include working\n\ninside long-term care facilities:\n\na. any current employee of or applicant for employment\n\nwith the State of Oklahoma,\n\nb. any individual contracting with the State of Oklahoma,\n\nc. any individual volunteering for a state-sponsored\n\nprogram,\n\nd. any individual contracting with the Department of\n\nHuman Services Advantage Waiver Program who enters any\n\nlong-term care facility,\n\ne. any individual providing services to the disabled or\n\nelderly in a facility or client’s home, and\n\nf. any individual employed by or volunteering for the\n\nState Long-term Care Ombudsman Program.\n\n3. The State Department of Health and the Department of Human\n\nServices shall not hire or continue employment of an individual that\n\nhas been convicted of the crimes listed in Section 1-1950.1 of this\n\ntitle. The criminal history background checks required by this\n\nsection shall follow the requirements of Section 1-1950.1 of this\n\ntitle.\n\nB. The State Department of Health and the Department of Human\n\nServices shall also submit a list of all employees of the State\n\nDepartment of Health and the Department of Human Services who work\n\ninside long-term care facilities to the Department of Corrections.\n\nThe Department of Corrections shall promptly notify the State\n\nDepartment of Health and the Department of Human Services of any\n\nemployee who is required to register pursuant to the Sex Offenders\n\nRegistration Act or the Mary Rippy Violent Crime Offenders\n\nRegistration Act.\n\nC. The State Department of Health shall conduct an employment\n\nscreening prior to an offer of employment to a Health Facilities\n\nSurveyor applicant. Each applicant shall fully disclose all\n\nemployment history and professional licensure history, including\n\nactions taken regarding licensure. The Department shall review the\n\ncompliance history of the facilities during the time of the\n\napplicant’s employment. If the applicant served as Director of\n\nNursing or as an administrator during a survey that resulted in\n\nsubstandard quality of care and the facility failed to achieve\n\ncompliance in an appropriate and timely manner, the applicant shall\n\nnot be considered for employment. The Department shall also review\n\nprofessional licensure history of each applicant, including actions\n\nto suspend or revoke licenses by the Board of Nursing Home\n\nAdministrators, Board of Nurse Licensure, or other applicable\n\nrelated licenses. Failure to fully disclose employment history and\n\nprofessional licensure actions shall constitute grounds for\n\ndismissal or prohibit employment as a surveyor.\n\nD. Except as otherwise provided by subsection F of this\n\nsection, an employer shall not employ, independently contract with,\n\nor grant clinical privileges to any individual who has direct\n\npatient access to service recipients of the employer, if one or more\n\nof the following are met:\n\n1. If the results of a state and national criminal history\n\nrecords check reveal that the subject person has failed to act in\n\nconformity with all federal, state and municipal laws as applicable\n\nto his or her professional license, certification, permit or\n\nemployment class, as established by the authority having\n\njurisdiction for the subject person’s professional license,\n\ncertification, permit, or employment class;\n\n2. If the individual is currently subject to an exclusion as\nhat the subject person has failed to act in\n\nconformity with all federal, state and municipal laws as applicable\n\nto his or her professional license, certification, permit or\n\nemployment class, as established by the authority having\n\njurisdiction for the subject person’s professional license,\n\ncertification, permit, or employment class;\n\n2. If the individual is currently subject to an exclusion as\n\ndescribed under Title 42 of the United States Code, Section 1320a-7;\n\n3. If the individual is currently the subject of a\n\nsubstantiated finding of neglect, abuse, verbal abuse,\n\nmisappropriation of property, maltreatment, or exploitation, by any\n\nstate or federal agency pursuant to an investigation conducted in\n\naccordance with Title 42 of the United States Code, Section 1395i-\n\n3(g)(1)(c) or 1396r(g)(1)(c), or Section 1-1950.7 or 1-1951 of this\n\ntitle;\n\n4. If the individual is entered on the community services\n\nworker registry pursuant to Section 1025.3 of Title 56 of the\n\nOklahoma Statutes;\n\n5. If the individual is recorded on the Child Care Restricted\n\nRegistry pursuant to Section 405.3 of Title 10 of the Oklahoma\n\nStatutes;\n\n6. If the individual is registered pursuant to the Sex\n\nOffenders Registration Act, the Mary Rippy Violent Crime Offenders\n\nRegistration Act, or registered on another state’s sex offender\n\nregistry; or\n\n7. If the individual has direct patient access in an employment\n\nclass not otherwise described in this subsection and is subject to a\n\ndisqualifying condition identified in subsection B of Section 1-\n\n1950.1 of this title.\n\nE. If the results of a registry screening or criminal history\n\ncheck reveal that an employee or a person hired, contracted with, or\n\ngranted clinical privileges on a temporary basis pursuant to\n\nsubsection L of this section has been disqualified pursuant to\n\nsubsection D of this section, the Department shall advise the\n\nemployer or requesting agency to immediately terminate the person’s\n\nemployment or contract.\n\nF. Except as otherwise provided in subsection L of this\n\nsection, an employer shall not employ, independently contract with,\n\nor grant privileges to, an individual who regularly has direct\n\npatient access to service recipients of the employer until the\n\nemployer conducts a registry screening and criminal history record\n\ncheck in compliance with subsection I of this section. This\n\nsubsection and subsection D of this section shall not apply to the\n\nfollowing:\n\n1. An individual who is employed by, under independent contract\n\nto, or granted clinical privileges with, an employer on or before\n\nNovember 1, 2012. An individual who is exempt under this subsection\n\nis not limited to working within the employer with which he or she\n\nis employed, under independent contract to, or granted clinical\n\nprivileges. That individual may transfer to another employer that\n\nis under the same ownership with which he or she was employed, under\n\ncontract, or granted privileges. If that individual wishes to\n\ntransfer to another employer that is not under the same ownership,\n\nhe or she may do so provided that a registry screening and criminal\n\nhistory record check are conducted by the new employer in accordance\n\nwith subsection I of this section.\n\na. If an individual who is exempt under this subsection\n\nis subsequently found, upon seeking transfer to\n\nanother employer, ineligible for employment,\n\nindependent contract, or clinical privileges, as\n\nprovided in subsection D of this section, then the\n\nindividual is no longer exempt and shall be terminated\n\nfrom employment or denied employment.\n\nb. If an individual who is exempt under this subsection\n\nis subsequently found ineligible for employment,\n\nindependent contract, or clinical privileges, as\n\nprovided in subsection D of this section, based on\n\ndisqualifying events occurring after November 1, 2012,\n\nthen the individual is no longer exempt and shall be\n\nterminated from employment; and\nerminated\n\nfrom employment or denied employment.\n\nb. If an individual who is exempt under this subsection\n\nis subsequently found ineligible for employment,\n\nindependent contract, or clinical privileges, as\n\nprovided in subsection D of this section, based on\n\ndisqualifying events occurring after November 1, 2012,\n\nthen the individual is no longer exempt and shall be\n\nterminated from employment; and\n\n2. An individual who is an independent contractor to an\n\nemployer, if the services for which he or she is contracted are not\n\ndirectly related to the provision of services to a service recipient\n\nor if the services for which he or she is contracted allow for\n\ndirect patient access to service recipients but are not performed on\n\nan ongoing basis. This exception includes, but is not limited to,\n\nan individual who independently contracts with the employer to\n\nprovide utility, maintenance, construction, or communications\n\nservices.\n\nG. A nurse aide scholarship program shall not accept into its\n\ntraining program candidates seeking eligibility for listing on the\n\nnurse aide registry pursuant to 42 U.S.C. 1395i-3(e)(2)(A) or 42\n\nU.S.C. 1396r(e)(2)(A) until the training program conducts a registry\n\nscreening and criminal history record check in compliance with\n\nsubsection I of this section. The candidate shall be subject to the\n\nadministrative fee in paragraph 1 of subsection J of this section.\n\nA nurse aide scholarship program shall not accept into enrollment a\n\ncandidate ineligible for employment pursuant to Section 1-1950.1 of\n\nthis title.\n\nH. An applicant shall provide the employer a government photo\n\nidentification of the applicant and written consent for the employer\n\nto conduct a registry screening and the Bureau to conduct a state\n\nand national criminal history record check under this section. The\n\nemployer shall maintain the written consent and information\n\nregarding the individual’s identification in their files for audit\n\npurposes.\n\nI. 1. Upon receipt of the written consent and identification\n\nrequired under subsection H of this section, an employer shall\n\nsubmit an applicant’s name, any aliases, address, former states in\n\nwhich the applicant resided, social security number, and date of\n\nbirth, through an Internet portal maintained by the Department, as\n\nprovided in subsection V of this section, for the purpose of\n\nconducting a check of all relevant registries established pursuant\n\nto federal and state law and regulations for any findings barring\n\nemployment. If the findings of the check do not reveal any basis\n\nthat would prevent the employment of the applicant pursuant to\n\nsubsection D of this section, and where the applicant does not have\n\na monitored employment record pursuant to the provisions in\n\nsubsection S of this section, the Department shall authorize the\n\ncollection and submission of fingerprints through an authorized\n\ncollection site to the Bureau for the performance of a criminal\n\nhistory record check on the applicant, pursuant to Section 150.9 of\n\nTitle 74 of the Oklahoma Statutes and in accordance with U.S. Public\n\nLaw 111-148. Results of such search conducted through both the\n\nBureau and FBI databases shall be returned electronically to the\n\nDepartment.\n\n2. The Bureau shall retain one set of fingerprints in the\n\nAutomated Fingerprint Identification System and submit the other set\n\nto the FBI for a national criminal history records search.\n\n3. Fingerprint images may be rejected by the Bureau or the FBI.\n\nA rejection of the fingerprints by the Bureau or the FBI shall\n\nrequire the applicant to be fingerprinted again.\n\n4. The applicant shall have ten (10) calendar days, after\n\nreceipt of authorization as provided in this subsection, to submit\n\nhis or her fingerprints through an authorized collection site or his\n\nor her application shall be deemed withdrawn and the applicant shall\n\nbe required to commence the application process from the beginning.\nthe FBI shall\n\nrequire the applicant to be fingerprinted again.\n\n4. The applicant shall have ten (10) calendar days, after\n\nreceipt of authorization as provided in this subsection, to submit\n\nhis or her fingerprints through an authorized collection site or his\n\nor her application shall be deemed withdrawn and the applicant shall\n\nbe required to commence the application process from the beginning.\n\n5. Medicaid home and community-based services waivered\n\nproviders as defined in Section 1915 (c) or 1915 (i) of the federal\n\nSocial Security Act may voluntarily participate in the submission of\n\nfingerprints for applicants. In lieu of fingerprinting, said\n\nproviders shall obtain a name-based state criminal history record\n\ncheck from the Bureau at the fee established in Section 150.9 of\n\nTitle 74 of the Oklahoma Statutes. No other fees shall apply to\n\nsaid providers relying on a name-based state criminal history record\n\ncheck. The determination of employment eligibility shall be made by\n\nsaid providers based on the criteria established in subsection D of\n\nthis section.\n\nJ. 1. The employer shall pay a fee of Nineteen Dollars\n\n($19.00) to the Department for each applicant submitted for\n\nfingerprinting or criminal history monitoring or both fingerprinting\n\nand criminal history monitoring pursuant to subsection S of this\n\nsection. The prospective employee, independent contractor or\n\nclinical privileges candidate authorized for fingerprint collection\n\nby the Department shall pay an administrative fee of Ten Dollars\n\n($10.00) at the time of fingerprinting. Subsequent fingerprinting\n\nshall not be required of an applicant if the applicant has a\n\nmonitored employment record pursuant to subsection S of this\n\nsection.\n\n2. The Department shall be responsible for screening and\n\nfingerprinting and criminal history monitoring fees for persons\n\nparticipating in a Medicaid program who self-direct their own care,\n\nand the applicants of such self-directed care employers.\n\n3. The Department shall use National Background Check grant\n\nfunds, employer fees and administrative fee collections, and\n\navailable Medicaid matching funds, to reimburse fingerprint\n\ncollection vendors, pay administrative expenses, and reimburse the\n\nBureau and FBI for each processed fingerprint review and automatic\n\nnotification services for subsequent arrest. The Department shall\n\nreimburse fingerprint collection vendors, the Bureau, and the FBI,\n\nthe applicable costs for those identified in paragraph 2 of this\n\nsubsection.\n\n4. At the consent of the current employee and request of an\n\nemployer, the Department shall authorize the collection and\n\nsubmission of fingerprints for the purposes of conducting a criminal\n\nhistory record check on any person excluded from the criminal\n\nhistory requirements pursuant to subsection F of this section. The\n\nemployer shall pay a fee of Sixty-five Dollars ($65.00) to the\n\nDepartment for the cost of registry screening, fingerprint\n\ncollection and submission, and arrest record monitoring. The\n\ncollection of fingerprints from those employed, contracted, or\n\ngranted clinical privileges, prior to the effective date established\n\nby rule as authorized in subsection Y of this section, is voluntary\n\nand not required for the purposes of this section.\n\nK. 1. If the criminal history record check results reveal\n\ninformation that precludes the Department from making a final\n\ndetermination of employment eligibility, the employer and applicant\n\nshall be given notice of such and the applicant shall have sixty\nctive date established\n\nby rule as authorized in subsection Y of this section, is voluntary\n\nand not required for the purposes of this section.\n\nK. 1. If the criminal history record check results reveal\n\ninformation that precludes the Department from making a final\n\ndetermination of employment eligibility, the employer and applicant\n\nshall be given notice of such and the applicant shall have sixty\n\n(60) days to make any necessary corrections or additions for the\n\nDepartment to review.\n\n2. If the applicant is unable to make corrections or additions\n\nto the record within the sixty (60) days, the Department shall deny\n\nemployment based on the disqualifying results and shall notify the\n\napplicant of his or her right to appeal. The notice shall include\n\nthe reasons why the applicant is not eligible for employment and a\n\nstatement that the applicant has a right to appeal the decision made\n\nby the Department regarding the employment eligibility. The notice\n\nshall also include information regarding where to file and describe\n\nthe appellate procedures.\n\nL. If an employer determines it necessary to employ, contract\n\nwith, or grant clinical privileges to an applicant before receiving\n\nthe results of the applicant’s criminal history record check under\n\nthis section, the employer may conditionally employ, conditionally\n\ncontract with, or grant conditional clinical privileges to the\n\napplicant if all of the following apply:\n\n1. The employer requests the criminal history record check\n\nunder this section upon conditionally employing, contracting with,\n\nor granting clinical privileges to the individual;\n\n2. The individual signs a statement in writing that indicates\n\nthe applicant affirms and agrees to all of the following:\n\na. that the applicant is not disqualified from\n\nemployment, an independent contract, or clinical\n\nprivileges, based on the disqualifying criteria\n\ndefined in subsection D of this section,\n\nb. that the applicant agrees that, if the information in\n\nthe registry screening and criminal history record\n\ncheck conducted under this section does not confirm\n\nthe individual’s statements under subparagraph a of\n\nthis paragraph, his or her employment, independent\n\ncontract, or clinical privileges shall be terminated\n\nby the employer as required under subsection D of this\n\nsection unless and until the individual appeals and\n\ncan provide that the information is incorrect, and\n\nc. that the applicant understands that the conditions\n\ndescribed in subparagraphs a and b of this paragraph\n\nmay result in the termination of his or her\n\nemployment, independent contract, or clinical\n\nprivileges, and that those conditions are good cause\n\nfor termination; and\n\n3. The period of provisional employment shall not exceed sixty\nals and\n\ncan provide that the information is incorrect, and\n\nc. that the applicant understands that the conditions\n\ndescribed in subparagraphs a and b of this paragraph\n\nmay result in the termination of his or her\n\nemployment, independent contract, or clinical\n\nprivileges, and that those conditions are good cause\n\nfor termination; and\n\n3. The period of provisional employment shall not exceed sixty\n\n(60) days pending the completion of the required background check.\n\nDuring this time the employee shall be subject to direct on-site\n\nsupervision. The sixty-day time period may only be extended for\n\nthose employees who are appealing the results of the background\n\ncheck. The time period shall only be extended for the duration of\n\nthe appeal.\n\nM. The Department shall develop and distribute a model form for\n\nthe statement required under paragraph 2 of subsection L of this\n\nsection. The Department shall make the model form available to\n\nhealth facilities or agencies subject to this section upon request\n\nat no charge.\n\nN. If an individual is employed as a conditional employee, has\n\na conditional independent contract, or is granted conditional\n\nclinical privileges under subsection L of this section, and the\n\nreport described in subsection I of this section does not confirm\n\nthe individual’s statement under subparagraph a of paragraph 2 of\n\nsubsection L of this section, the employer shall terminate the\n\nindividual’s employment, independent contract, or clinical\n\nprivileges, as required by subsection E of this section.\n\nO. An individual who knowingly provides false information\n\nregarding his or her identity, criminal convictions, or\n\nsubstantiated findings on a statement described in subparagraph a of\n\nparagraph 2 of subsection L of this section is guilty of a\n\nmisdemeanor punishable by a fine of not less than One Hundred\n\nDollars ($100.00) nor more than Three Hundred Dollars ($300.00),\n\nimprisonment in the county jail for not more than thirty (30) days,\n\nor by both such fine and imprisonment.\n\nP. The Department shall use criminal history record information\n\nobtained under subsection I of this section only for the purpose of\n\nevaluating an applicant’s qualifications for employment, an\n\nindependent contract, or clinical privileges, in the position for\n\nwhich he or she has applied and for the purposes of subsections H\n\nand N of this section. The Department shall not disclose criminal\n\nhistory record information. An individual who knowingly uses or\n\ndisseminates the criminal history record information obtained under\n\nsubsection I of this section in violation of this subsection is\n\nguilty of a misdemeanor punishable by imprisonment for not more than\n\nthirty (30) days or a fine of not more than Five Hundred Dollars\n\n($500.00), or both. Except for a knowing or intentional release of\n\nfalse information, the Department or employer has no liability in\n\nconnection with a criminal history record check conducted under this\n\nsection.\n\nQ. As a condition of continued employment, each employee,\n\nindependent contractor, or individual granted clinical privileges\n\nshall agree in writing to report to the employer immediately upon\n\nbeing arraigned or indicted for one or more of the criminal offenses\n\nlisted in subsection D of this section, upon being convicted of, or\n\npleading guilty or nolo contendere to, one or more of the criminal\n\noffenses listed in subsection D of this section, or upon being the\n\nsubject of a substantiated finding on a relevant registry as\n\ndescribed in subsection D of this section. Reporting of an\n\narraignment under this subsection may be cause for leave without\n\npay, placement under direct supervision, restriction from direct\n\npatient access, termination, or denial of employment.\n\nR. An employer convicted for knowingly and willfully failing to\na relevant registry as\n\ndescribed in subsection D of this section. Reporting of an\n\narraignment under this subsection may be cause for leave without\n\npay, placement under direct supervision, restriction from direct\n\npatient access, termination, or denial of employment.\n\nR. An employer convicted for knowingly and willfully failing to\n\nconduct the criminal history checks as required under this section\n\nmay be found guilty of a misdemeanor punishable by a fine of not\n\nless than One Thousand Dollars ($1,000.00) nor more than Three\n\nThousand Dollars ($3,000.00), imprisonment in the county jail for\n\nnot more than thirty (30) days, or by both such fine and\n\nimprisonment.\n\nS. The Department shall establish a database to store the\n\nrecords of an employer’s prospective and enrolled employees, the\n\nresults of the screening and criminal arrest records search, and an\n\nidentifier issued by the Bureau for the purposes of receiving an\n\nautomatic notification from the Bureau if and when a subsequent\n\ncriminal arrest record submitted into the system matches a set of\n\nfingerprints previously submitted in accordance with this section.\n\nUpon such notification, the Bureau shall immediately notify the\n\nDepartment and the Department shall immediately notify the\n\nrespective employee. Information in the database established under\n\nthis subsection is confidential, is not subject to disclosure under\n\nthe Oklahoma Open Records Act, and shall not be disclosed to any\n\nperson except for purposes of this act or for law enforcement\n\npurposes. The employee shall promptly respond to Department\n\ninquiries regarding the status of an arraignment or indictment.\n\nReporting of an arraignment or indictment under this subsection may\n\nbe cause for leave without pay, placement under direct supervision,\n\nrestriction from direct patient access, termination, or denial of\n\nemployment.\n\nT. 1. Any individual who has been disqualified from or denied\n\nemployment by an employer pursuant to this section may file an\n\nappeal with the Department within thirty (30) days of the receipt of\n\nthe notice of disqualification, if the applicant believes that the\n\ncriminal history report is inaccurate or that consideration of the\n\npassage of time, extenuating circumstances, demonstration of\n\nrehabilitation, or relevancy of the particular disqualifying\n\ninformation with respect to the current or proposed employment of\n\nthe individual merits a waiver of the disqualification or employment\n\ndenial.\n\n2. The Department shall specify in rule the criteria for\n\nissuing a waiver of the disqualification or employment denial. The\n\ncriteria shall include consideration of the passage of time,\n\nextenuating circumstances, demonstration of rehabilitation, and\n\nrelevancy of the particular disqualifying information with respect\n\nto the current or proposed employment of the individual.\n\n3. The appeal shall be conducted as an individual proceeding\n\npursuant to the Administrative Procedures Act.\n\nU. An employer who has acted in good faith to comply with the\n\nrequirements of this section of law shall be immune from liability\n\nin carrying out the provisions of this section.\n\nV. The Department shall maintain an electronic web-based system\n\nto assist employers, and nurse aide scholarship programs, required\n\nto check relevant registries and conduct criminal history record\n\nchecks of its prospective students, employees, independent\n\ncontractors, and those to whom the employer would grant clinical\n\nprivileges. The employer shall maintain the status of the\n\nemployment, contract, or privileges in the system, and the\n\nDepartment shall provide for an automated notice to employers for\n\nthose employees, independent contractors, and those granted clinical\n\nprivileges, who, since the initial check, have been convicted of a\n\ndisqualifying offense or have been the subject of a substantiated\nclinical\n\nprivileges. The employer shall maintain the status of the\n\nemployment, contract, or privileges in the system, and the\n\nDepartment shall provide for an automated notice to employers for\n\nthose employees, independent contractors, and those granted clinical\n\nprivileges, who, since the initial check, have been convicted of a\n\ndisqualifying offense or have been the subject of a substantiated\n\nfinding on a relevant registry.\n\nW. The Department is authorized to obtain any criminal history\n\nrecords maintained by the Bureau and FBI which the Department is\n\nrequired or authorized to request by the provisions of this section.\n\nX. There is hereby created in the State Treasury a revolving\n\nfund for the Department to be designated the “Oklahoma National\n\nBackground Check Fund”. The fund shall be a continuing fund, not\n\nsubject to fiscal year limitations, and shall consist of all monies\n\nreceived by the Department from employers and administrative fees\n\ncollected pursuant to this section. Screening and administrative\n\nfees collected pursuant to this section shall be deposited into the\n\nfund. All monies accruing to the credit of the fund are hereby\n\nappropriated and may be budgeted and expended by the Department for\n\nthe following purposes:\n\n1. Obtaining available Medicaid funds for screening,\n\nfingerprinting, the cost of criminal history records obtained from\n\nthe Bureau and FBI, and program administration;\n\n2. Reimbursement of fingerprint collection vendors;\n\n3. Reimbursement to the Bureau and FBI for criminal history\n\nrecords; and\n\n4. Administrative and other applicable expenses of the\n\nDepartment related to the background check program.\n\nY. The Department is authorized to phase in implementation of\n\nsubsections D through V of this section by category of employer.\n\nThe State Board of Health shall promulgate rules prescribing\n\neffective dates and procedures for the implementation of a national\n\ncriminal history record check for the employers and nurse aide\n\nscholarship programs defined in Section 1-1945 of this title. Said\n\ndates may be staggered to facilitate implementation of the\n\nrequirements of this section.\n\nZ. On or before November 1, 2015, the Department shall submit a\n\nwritten report to the Legislature detailing the fee collections and\n\ncosts for the previous three (3) years and revolving fund\n\nprojections for the next five (5) years. A plan shall be provided\n\nto cover the costs of the criminal history checks required under\n\nthis section if funding is inadequate to cover the costs of the\n\ncriminal history checks required under this section after November\n\n1, 2020.","path":["OK Code","Title 63"],"source_url":"https://www.oklegislature.gov/OK_Statutes/CompleteTitles/os63.pdf","current_through":"2026-08-14","vintage":"open-us-law v2026.08, retrieved 2026-09-14","retrieved_at":"2026-09-14T18:32:36Z","sha256":"e9205923c644e9a46867bd50bb9a332d23aac2e41f5b2e2ea41a8af3434d42e6","source_id":"us-ok","stale":false,"prev":"us-ok/okla.-stat.-tit.-63-63-1-1946","next":"us-ok/okla.-stat.-tit.-63-63-1-1948"},"notice":"GroundRules: Original legal text. Not legal advice."}