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Texas to Require Employers to Post Notice Regarding the Reporting of Workplace Violence or Suspicious Activity

11 Jul

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Update applicable to:

All employers in Texas

What happened?

The Texas Legislature has sent legislation to Governor Greg Abbott that will require employers in Texas to post notice to employees about reporting instances of workplace violence or suspicious activity.

What are the details?

The law, known as House Bill No. 915, will take effect on September 1, 2023, but the Texas Workforce Commission will have until March 1, 2024, to issue the prescribed notice for employers to post.

The notice must be posted in a conspicuous place in the employer’s place of business and in sufficient locations to be convenient to all employees, in both English and Spanish.

The Texas Workforce Commission will determine the form and content of the notice, which must include contact information for reporting instances of workplace violence or suspicious activity to the Texas Department of Public Safety and inform employees of their right to make anonymous reports.

Employers should be prepared to comply with the posting requirements once the prescribed notice is issued.

This legislation follows the enactment of Senate Bill No. 240, which requires Texas healthcare facilities to adopt workplace violence prevention plans by September 1, 2024.

For more information, please see the links below:

Official Bill Site

HB 915

Article

What do employers need to do?

Once the Texas Workforce Commission issues the prescribed notice, Texas employers will have to post the notice as required, which may include posting not only in physical locations in the workplace for in-person employees, but also in electronic locations for remote employees.

Need help understanding how changes to employment laws will affect your business?

Learn more about how Vensure's Texas PEO services can help you navigate complex employment laws and keep your business compliant.


This communication is intended solely for the purpose of conveying information. The present post might incorporate hyperlinks directing readers to websites managed by third-party entities. The inclusion of any links within this communication is meant to serve as points of reference and could encompass opinion articles from various law firms, articles from HR associations, official websites, news releases, and documents of government agencies, and other relevant third-party sources. Vensure has no authority over these external websites and bears no responsibility for their content. Furthermore, Vensure does not endorse the materials present on these websites. The contents of this communication should not be interpreted as legal advice or as a legal standpoint concerning specific facts or scenarios. Nor should it be deemed an exhaustive compilation of facts potentially pertinent to federal, state, or local laws. It is strongly advised that employers solicit legal guidance from an employment attorney when undertaking actions in response to any legal updates provided. This is due to the possibility of future alterations occurring in federal, state, and local laws, regulations, as well as the directives and guidelines issued by governing agencies. These changes may transpire at any given time, potentially rendering certain portions of the content within this update void or inaccurate.

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