HR Services

As a value-added service to our members, OMAG offers high-quality, human resources services, including professional and leadership development, designed to grow your leadership potential and minimize employment claims. Explore each of the topics below to learn more about the services available to member municipalities.

As a value to our members, OMAG offers high-quality, training solutions for your municipal employees. Programs range from custom, onsite professional, and leadership development to on-demand online training, in-person legal compliance, and more. All are designed with your municipal mission in mind and available to OMAG members at no, or low cost.

On-Site Management and Professional Development Training - Our team will be happy to schedule on-site training for Human Resources, Professional Development, and Supervisory Training.

Online learning offers training that is convenient, meets regulatory compliance, provides foundational information, and generally increases awareness of exposures in operations. With its popularity increasing, OMAG has three tools to meet your on-demand training needs. While there is no cost to you to use these tools, we ask that you help us to be good stewards in your use and maintenance of each tool (for example, making sure the list of employees using each tool is a current employee). To access more information, go to > https://www.omag.org/train-online.

Please contact Lori Mueller to discuss your training needs.

Oklahoma Municipal HR Assistant (AI)

Your expert guide to employment law, HR best practices, and compliance for Oklahoma cities and towns. Built using the 2020 OML Handbook and OML Annual Conference materials, this assistant offers practical, legally grounded answers on FMLA, FLSA, ADA, hiring, discipline, Open Meeting Act compliance, and more - tailored by municipal size and form of government. Perfect for HR staff, city managers, and municipal leaders.

On January 20, 2025, the U.S. Citizenship and Immigration Services updated the I-9 Form.  It can be found here. All U.S. employers must use the Form I-9 to verify the identity and employment authorization of individuals hired for employment in the United States. This includes citizens and aliens. Both employees and employers (or authorized representatives of the employer) must complete the Form I-9. 

On the Form I-9, an employee must attest to their employment authorization. The employee must also present their employer with acceptable documents as evidence of identity and employment authorization. The employer must examine these documents to determine whether they reasonably appear to be genuine and relate to the employee, then record the document information on the employee’s Form I-9. Certain employers who choose to remotely examine the employee’s documentation under a DHS-authorized alternative procedure rather than via physical examination must indicate they did so by checking the box provided on the form.  To utilize this  “alternative procedure,” employers must meet four requirements: 

1. the employer must have performed remote examination of an employee’s documents between March 20, 2020, and July 31, 2023, if such employee was employed for the employer during that time; 

2. the employer was enrolled in E-Verify at the time the employee completed the Form I-9 for that employee;

3. the employer created a case in E-Verify for that employee (except for reverification); and 

4. the employer is currently enrolled in and continues to participate in E-Verify. 

An employer who does not meet all of these requirements may not utilize the “alternative procedure” as a part of the Form I-9 process.

Review of personnel handbooks & policies - Our in-house counsel will review policies for compliance with federal and state law.

Review of potential adverse personnel actions - Our in-house counsel will review potential adverse personnel actions (demotion, suspension or termination) for compliance with federal and state law.

Federal law requires that all employers post certain employment and labor posters in conspicuous, easily accessible locations in the workplace. Below are the required posters in printable format.

• EEOC poster (June 2023)

• FMLA poster (April 2023)

• USERRA poster (May 2022)

• FLSA poster (April 2023)

• OSHA poster (2019)

• Right to Work poster (January 2019)

• E-Verify poster

• Federal Minumum Wage poster (April 2023)

• Pregnant Workers Fairness Act poster

   

State law requires that all employers post certain employment and labor posters in conspicuous, easily accessible locations in the workplace.  Below are the required posters in printable format.

• OK Minimum Wage poster

• OK USERRA poster

• OK OSHA poster

• OK Workers Compensation poster (January 2021)

• OK Anti-discrimination poster

• OESC Unemployment Insurance Benefits (December 2023)

OMAG Human Resources Contact