Planning for Paid Sick Leave: What Employers Need To Know To Ensure Compliance with San Antonio’s PSL Ordinance

  • 9 Jul 2019
  • 2:30 PM - 3:30 PM
  • Norris Conference Center, 618 NW Loop 410, San Antonio, TX 78216



Planning for Paid Sick Leave: What Employers Need To Know To Ensure Compliance with San Antonio’s PSL Ordinance

Program Approved

Approved for Professional Development Credit (PDC) through SHRM

and for 1 (General) Recertification Credit through HRCI

Program Summary

Despite broad-based support, the Texas Legislature failed to pass a law preempting the type of paid sick leave ordinances enacted in Austin, San Antonio, and most recently Dallas before the end of its regular session on May 27, 2019. While a Texas court of appeal enjoined implementation of Austin’s paid sick leave ordinance and later ruled it unconstitutional, no litigation has been filed concerning the San Antonio and Dallas ordinances. Accordingly, companies with employees in San Antonio and Dallas may want to review their current policies to ensure compliance with these ordinances, both of which will take effect for most employers on August 1, 2019.

Learning Objectives:

  • This session will provide attendees with an understanding of the legal requirements for PSL.
  • This session will provide attendees with guidance for considering their current leave policies and the revisions which may need to be made to ensure compliance with the ordinances.
  • This session will provide answers and guidance to employer’s most frequently asked questions.


                                            Tiffany Cox Stacy

Tiffany Cox Stacy is Board Certified by the Texas Board of Legal Specialization in Labor and Employment Law.  Ms. Stacy primarily represents employers in all aspects of employment law, including counseling, training, drafting of policies, procedures, and agreements, and litigation.  Ms. Stacy has represented employers before state and federal agencies and has defended employers in lawsuits brought in state and federal courts across the U.S., involving claims of workplace discrimination, harassment, retaliation, whistleblower violations, leave violations, and wage and hour claims arising under state and federal law.  Ms. Stacy has also sought enforcement of and defended against enforcement of non-competition, non-solicitation, and non-disclosure agreements, successfully obtaining injunctive and declaratory relief in favor of her clients.

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