Despite the failure to date of a similar ordinance with the city of Austin, the Dallas and San Antonio PTO ordinances are still scheduled to go into effect on August 1st. Several members of the Texas legislators have been working to pass a bill that would prohibit these sorts of local ordinances. The new Dallas ordinance applies to all private for-profit and nonprofit employers that have employees working inside the city of Dallas at least 80 hours a year. The ordinance applies to employers with five or more employees. The effective date is delayed until August 1, 2021, for employers with fewer than five employees at any time in the preceding 12-month period. Under the ordinance employees earn one hour of sick time for every 30 hours worked, but there are caps on accrual depending on the employer’s size. An employer that has had 15 or more employees at any time in the preceding 12-month period must provide at least 64 hours of paid sick leave per year, whereas an employer with fewer than 15 employees must provide at least 48 hours of paid sick leave per year. Earned sick time is generally available for use as soon as it is accrued. Paid sick leave may be used to care for an employee’s own physical or mental illness, physical injury, preventative medical or health care, or health condition, or that of the employee’s family member. If your company already has a PTO policy in effect, chances are that you are already complaint, however if you do not have a PTO policy in place you should contact your HR Department or PEO for assistance in creating such.Highlights Keeping up with the winding regulations of employee benefits compliance can be challenging for business owners. From missed deadlines
