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July 03, 2020

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Update on Texas Cities Ordinances on Sick Leave

We previously reported on the San Antonio sick leave ordinance that was to become effective August 1, 2019.  City of San Antonio employers now have four extra months to comply.  On July 24, 2019, district judge Sol Casseb signed off on a deal between city official and business groups to delay implementation of the ordinance until December 1, 2019.  For what compliance means, and how to get ready, see our previous article.

San Antonio employers may not be alone in receiving a temporary reprieve from sick leave implementation.  The Dallas ordinance we previously reported on now seems poised for a fight similar to the Austin and San Antonio ordinances.  News reports have stated that the Texas Public Policy Foundation sent a letter to Dallas City Attorney On July 22, 2019 indicating that they will pursue litigation if the Dallas ordinance is not similarly delayed until December 1.  We will continue to update on any new developments regarding these ordinances.

© 2020 Foley & Lardner LLPNational Law Review, Volume IX, Number 206


About this Author

Carrie Hoffmann, Foley Lardner Law Firm, Dallas, Labor and Employment, Litigation Law Attorney

Carrie Hoffman represents and counsels major employers nationwide in all areas of labor and employment law across a wide range of industries, including retail. Carrie is highly regarded for her experience with wage and hour issues, as well as employment discrimination and retaliation claims. She regularly reviews and drafts employment agreements – such as covenants not to compete – and advises clients on a wide variety of labor and employment issues, such as:

  • Workplace safety

  • Workplace harassment...

Taylor White Employment Lawyer Foley Lardner Law Firm
Senior Counsel

Taylor White represents business employers in litigation and transactions, as well as policymaking and implementation involving difficult labor and employment issues. Clients across a wide range of industries turn to Taylor for counsel involving all types of discrimination, including race, age, sex, veteran status and disability. He advises employers regarding laws governing safety, harassment, retaliation, breach of contract and employment-related torts, and counsels clients on litigation avoidance strategies. These include wage and hour, restrictive covenant, contract, labor, discrimination and retaliation issues.

Clients appreciate Taylor’s calming influence in emotionally-charged situations, as well as his knack for piecing together the complex facts and issues presented in matters involving OSHA and other statutes. They comment on his strong writing skills and ability to translate arcane legal concepts into practical, common-sense options on how to deal with a problem. A client of Taylor’s wrote that he found Taylor to be “professional, personable and highly convicted to achieve the needed results.”