July 11, 2019
By Adrienne Harrison
Vice President of Human Relations, Printing Industries of America
Municipal ordinances in Dallas and San Antonio that go into effect on Aug. 1 will require most employers to provide paid sick leave to their employees.
Details of those ordinances include:
- Note that these laws may be stayed pending anticipated legal challenges (as is the case with the Austin paid leave law)
- Applies only to companies within the respective city limits for that ordinance
- Five or more employees = paid leave required starting Aug. 1, 2019
- Fewer than five employees = paid leave required Aug. 1, 2021
- Accrual rates:
- One hours of sick leave accrued for every 30 hours worked
- Amount of leave can be capped per employee as follows:
- 15+ employees = 64 hours per year
- Fewer than 15 employees = 48 hours per year
- Eligible employees = full or part-time if the employee will work 80 hours per year for the employer
- Eligible use of leave:
- Leave may be used for the employees themselves or for the care of a family member who is a spouse, child, parent or person related by blood or is the equivalent of a family relationship (i.e. in-law, step-sibling, etc.).
- Leave may be used for physical or mental illness, physical injury, preventive medical or healthcare, seek medical attention, seek relocation, obtain victim services or participate in a legal or court ordered action related to victimization from domestic abuse, sexual assault or stalking (for self or family member).
- Employers may seek proof of why the leave was needed if the employee uses leave for three consecutive work days.
- Employers must provide at least once a month a summary of available earned paid sick leave (this is usually done as a part of payroll services).
- Civil penalties (fines) for violation of these laws will happen, but unless it is a retaliation incident, the employer will not be subject to these penalties for the first year. They will start on August 1, 2020.
Members with questions can contact Adrienne at email@example.com.