Frequently Asked Questions about Oklahoma OJT, ITA, IWT
How much wage reimbursement can my small business get?
Up to 50% of wages statewide. In Western Oklahoma (WOWDB) and Green Country (GCWDB), reimbursement may be increased up to 75% with documented factors and local approval—size of employer is one factor, but it isn’t automatic and there’s no fixed headcount threshold. All OJT reimbursement is calculated only on wages up to the cap of .
Can OJT pay wages for a current employee?
Yes, if it’s an employed‑worker OJT that upgrades the worker to a new, higher‑skill position with a wage increase and a documented skills gap. The worker generally must not be at self‑sufficiency yet per local policy. If you’re training someone in their same role (no job upgrade), that’s typically Incumbent Worker Training (IWT), which covers training costs—not wages.
What are my obligations as an employer?
Provide a structured training plan with measurable skill gains, supervision, and a safe workplace with Workers’ Compensation; pay comparable wages (≥ minimum wage); track hours/progress; retain the employee after training. The OJT agreement must be fully executed before the employee starts. Reimbursement is based only on wages up to ; portions above the cap aren’t reimbursable.
What is the maximum OJT duration?
Up to 1,040 hours statewide, with actual hours based on the occupation and the worker’s assessed skill gap (often reduced for prior experience/education). Minimum hours per week are generally 24+; Central Oklahoma (COWIB) requires 32+ hours/week. Overtime, if allowed, is reimbursed only at the regular rate portion per local policy.
Are there restrictions on positions eligible for OJT?
Yes. Positions must be permanent (not seasonal/temporary), meet the local weekly hours minimum (generally 24+; COWIB 32+), and require training (e.g., SVP ≥ 3). OJT cannot displace current employees; cannot fill strike/lockout positions; and may not be used where an employer relocation recently caused layoffs. Commission‑only roles and primarily tipped/piece‑rate jobs are generally not eligible. The employer must ensure a safe workplace and Workers’ Compensation coverage.
What documentation is required for reimbursement?
Typically: (1) a signed OJT contract and training plan before the start date; (2) participant eligibility documentation and a skills assessment/IEP or ISS naming OJT; (3) payroll records and signed timesheets; (4) training progress/measurable skill gains; and (5) invoices per your contract schedule. Keep records for monitoring and audit per local policy.
What is an Individual Training Account (ITA) and can it be combined with OJT?
An ITA funds training costs (tuition, books, exams) with an Eligible Training Provider List (ETPL) program. You can combine ITA with OJT for the same participant (e.g., classroom + hands‑on), but you can’t bill the same cost twice. OJT reimburses wages (up to the cap of ); ITA covers education/credential costs.
Contact us for a free consult. We’ll confirm your local board, the correct reimbursement rate (50% or up to 75% if applicable), the current wage cap of , and help draft a training plan and contract so you can start on time.
