Welcome to SAHRMA
With more than 700 members, representing more than 200 local and national organizations, we provide a forum for our members to engage in essential conversations on Human Resources topics through our programs and events. We invite you to attend our monthly meetings, annual conferences, become a member and get involved!
A Message from Our President
Much of our focus remains on the paid sick leave ordinances. In this regard, we are hosting a workshop following our general monthly meeting on Tuesday, July 9, beginning at 2:30 p.m. to review the ordinance in detail and answer your most frequently asked questions. This workshop will be at the Norris Center, and you can register online at https://sahrma.org/event-3454463.
While the Texas legislature failed to pass a preemption bill that would have nullified the paid sick leave ordinances, the legislature passed several bills impacting employers, most of which take effect on September 1, 2019. Below is a summary:
SB 1978 - Religious Discrimination Protection. “Notwithstanding any other law, a governmental entity may not take any adverse action against any person based wholly or partly on the person’s membership in, affiliation with, or contribution, donation, or other support provided to a religious organization.” In what was commonly referred to as a the “Save Chick-fil-A” bill, this law originated after the San Antonio City Council approved a new concessions contract for the San Antonio International Airport on the condition that fast-food chain Chick-fil-A be excluded. In effect, the law prohibits state and local government from withholding or terminating contracts, licenses, or employment to persons or organizations based upon association or support of any religious organization. The law also prohibits altered tax treatment for the same reason, as well as other forms of “adverse action” as defined in the law.
HB 918 – Documentation for Released Inmates. This law requires the Texas Department of Criminal Justice to provide certain relevant documentation to an inmate upon his or her discharge or release from prison to assist the individual in obtaining post-release employment. This documentation includes, to the extent applicable, a copy of the inmate’s job training record, the inmate’s work record, and for an inmate who has completed a prerelease program, “a resume that includes any trade learned by the inmate and the inmate’s proficiency at that trade and documentation that the inmate has completed a practice job interview.” This law was supported by Texas SHRM as aligning with SHRM’s “Getting Talent Back To Work” initiative.
Tiffany Cox Stacy, Employment Attorney
SAHRMA President, 2019
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