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.

OMAG Municipal Front-line Leader Academy (OMFLA), a program that equips cohort members with the knowledge, skills, resources, and connections to build leadership strength and stability. Participants join in-class learning experiences, virtual consortium meetings, and complete call-to-action activities with their Class cohort group. Learn More

Click here for a training menu. For more information or to discuss your custom training needs, contact Lori Mueller.

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

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.

Please contact Lori Mueller to discuss your training needs.

On August 1, 2023, the U.S. Citizenship and Immigration Services issued a new Form I-9.  It can be found here. Employers can begin using the new Form I-9 at this time; however, by  November 1, 2023, all employers must use the new Form I9 in place of the old Form I-9. The new Form I-9 is shorter and more streamlined.  

Additionally, as a part of the Form I-9 process, employers who meet four specific requirements are now allowed to remotely conduct the physical inspection of documentation that establishes an employee’s identity and eligibility to work in the United States.  This is referred to as the “alternative procedure.” The four requirements to utilize the “alternative procedure” are:  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.  Notably, the new Form I-9 contains an identification for employers to note whether they utilized the “alternative procedure.”

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.

What is an Employee Handbook?

An employee handbook, also known as an employee manual, staff handbook, or policy manual, is a book given to employees by an employer. Usually, the employee handbook contains general policies regarding wages, hours, benefits, discipline, etc. that apply to all employees regardless of their position.  An employee handbook typically does not contain procedures. 

Supplemental policies, also known as exhibits, addendums or attachments, may also be included in the handbook. These supplemental polices are usually critical policies that deserve special attention by employees.  Attaching these critical policies as supplements allows employers to (1) pass them out separately so each policy gets individualized attention by the employee, (2) require acknowledgment and a signature on each policy to ensure that the employee knows and understands the policy, and (3) update a particular supplemental policy as needed when there is a change in city policy, statute, or case law.  

Examples of supplemental policies include:

• Harassment Policy

  • Federal law requires that an employer must clearly communicate an anti-harassment policy to its employees through a well-written policy with specific guidelines and communication requirements, including the investigation process and chain of command reporting.

• Family Medical Leave Act Policy, if applicable

  • The FMLA requires that all eligible employers have a written FMLA policy. An eligible employer is one who has 50 or more employees.

  • If you have fewer than 50 employees use DOL Form WH-381 if an employee requests leave under the FMLA (see highlighted sections).

  • If you have fewer than 50 employees but your City policies allow FMLA leave, then you are obligated to provide leave in accordance with the FMLA.

  • The Department of Labor recommends all employers use their FMLA forms:

    • WH-380-E - Certification of Healthcare Provider for Employee

    • WH-380-F - Certification of Healthcare Provider for Family Member

    • WH-381 - Notice of Eligibility and Rights

    • WH-382 - Designation Notice

    • WH-384 - Qualifying Exigency

    • WH-385 - Service-member Serious Injury

    • wh385V - Military Caregiver

    • FMLA Poster (April 2023)

• Drug Testing Policy, if applicable

  • For an article about drug testing your municipal employees click here.

  • Reasonable Suspicion Drug Testing Checklist

  • For an article about drug testing vendor checklists click here.

• Social Media Policy

• Compensatory Time Policy (overtime in lieu of paid overtime)

COVID-19 Municipal Employment FAQ’s Video

Federal Law requires that all employers post these seven mandatory labor law posters in a prominent area within the workplace. Below are the required printable posters.

• 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

   

State Law requires all Oklahoma businesses with employees to prominently post a number of labor law posters in the workplace. Below are the required printable posters.

• OK Minimum Wage poster

• OK OSHA poster

• OK Workers Compensation poster (January 2021)

• OK Anti-discrimination poster

• OESC Unemployment Insurance Benefits (December 2023)

OMAG Human Resources Contact