Texas Sick Leave laws & HR compliance analysis

Texas Sick Leave: What you need to know

There is no Texas law requiring private sector employers to provide employees sick leave, paid or unpaid, although many employers do grant it as an important employee benefit.
It is important to remember, however, that if sick leave is promised, an employer may create a legal obligation to grant it. Employers should regularly review statements made in handbooks or elsewhere to ensure that they accurately reflect current policies. If changes are necessary, the policy should be revised and employees notified of the changes.
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State employees accrue sick leave beginning on the first day of state employment.
For full-time employees, sick leave accrues at the rate of 8 hours for each month of employment. A part-time employee accrues sick leave on a proportionate basis.
Sick leave accumulates with the unused amount of time carried forward each month. An employee who is employed by the state for any part of a calendar month accrues sick leave entitlement for the entire month.
Sick leave may be taken for sickness, injury, pregnancy, or confinement of the employee, or when the employee is needed to care for an immediate family member who is sick.
If the employee is absent for 3 or more days, medical certification must be provided (TX Gov. Sec. 661.201, Sec. 661.202).
State employees can donate accrued sick leave to a sick leave pool (TX Gov. Code Sec. 661.001et seq.).
In addition, state employees who are parents of students in grades K through 12 may use up to 8 hours of sick leave each fiscal year to attend educational activities, such as a school-sponsored activity, a parent-teacher conference, tutoring, a volunteer program, a field trip, a classroom program, a school committee meeting, an academic ...

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