84R11768 LED-D
 
  By: Coleman H.B. No. 3226
 
 
 
A BILL TO BE ENTITLED
 
AN ACT
  relating to addressing abusive conduct in the workplace; creating a
  private right of action.
         BE IT ENACTED BY THE LEGISLATURE OF THE STATE OF TEXAS:
         SECTION 1.  The heading to Subtitle A, Title 2, Labor Code,
  is amended to read as follows:
  SUBTITLE A. EMPLOYMENT DISCRIMINATION AND ABUSIVE CONDUCT IN THE
  WORKPLACE
         SECTION 2.  Subtitle A, Title 2, Labor Code, is amended by
  adding Chapter 23 to read as follows:
  CHAPTER 23. ABUSIVE CONDUCT IN THE WORKPLACE
         Sec. 23.001.  DEFINITIONS. In this chapter:
               (1)  "Abusive conduct" includes an act or omission that
  a reasonable person would find abusive based on the severity,
  nature, and frequency of the conduct. The term includes:
                     (A)  repeated verbal abuse, including the use of
  derogatory remarks, insults, and epithets; 
                     (B)  repeated verbal, nonverbal, or physical
  conduct of a threatening, intimidating, or humiliating nature; 
                     (C)  repeated sabotage or undermining of an
  employee's work performance; and
                     (D)  a single act of abusive conduct that is
  especially severe and egregious.
               (2)  "Abusive work environment" means a work
  environment in which an employer or an employee, acting with intent
  to cause pain or distress, subjects an employee to abusive conduct
  that causes physical harm or psychological harm.
               (3)  "Adverse employment action" includes termination,
  demotion, unfavorable reassignment, failure to promote,
  disciplinary action, reduction in compensation, and constructive
  discharge.
               (4)  "Constructive discharge" occurs when: 
                     (A)  an employee reasonably believes the employee
  has been subjected to an abusive work environment; 
                     (B)  the employee resigns because of the abusive
  work environment; and 
                     (C)  the employer was aware of the abusive work
  environment before the employee resigns but failed to stop the
  abusive conduct.
               (5)  "Physical harm" means the impairment of a person's
  physical health or bodily integrity, as established by competent
  evidence.
               (6)  "Psychological harm" means the impairment of a
  person's mental health, as established by competent evidence.
         Sec. 23.002.  UNLAWFUL EMPLOYMENT PRACTICES. An employer
  commits an unlawful employment practice if the employer:
               (1)  subjects an employee, or permits another employee
  to subject the employee, to an abusive work environment;
               (2)  permits the constructive discharge of an employee;
  or
               (3)  retaliates in any manner against an employee who,
  under this chapter:
                     (A)  opposes an unlawful employment practice;
                     (B)  makes or files a charge;
                     (C)  files a complaint; or
                     (D)  testifies, assists, or participates in any
  manner in an investigation, proceeding, or hearing.
         Sec. 23.003.  EMPLOYER LIABILITY; DEFENSES. (a) An employer
  is liable for an unlawful employment practice under this chapter. 
         (b)  An employer is vicariously liable for the abusive
  conduct of an employee.
         (c)  A court shall consider abusive conduct that exploits an
  employee's known psychological or physical illness or disability as
  an aggravating factor.
         (d)  It is a defense to liability under this section that:
               (1)  the employer did not take an adverse employment
  action against the complainant and:
                     (A)  the employer exercised reasonable care to
  prevent and promptly correct abusive conduct; and
                     (B)  the complainant unreasonably failed to take
  advantage of appropriate preventive or corrective opportunities
  provided by the employer; or
               (2)  the employer took an adverse employment action
  against the complainant because of:
                     (A)  the complainant's poor performance or
  misconduct; or
                     (B)  the employer's economic necessity,
  reasonable performance evaluation of the complainant, or
  reasonable investigation of the complainant's potentially illegal
  or unethical activity.
         Sec. 23.004.  EMPLOYEE LIABILITY; DEFENSE. (a) An employee
  is individually liable for abusive conduct under this chapter.
         (b)  A court shall consider abusive conduct that exploits an
  employee's known psychological or physical illness or disability as
  an aggravating factor.
         (c)  It is a defense to liability that the employee committed
  the abusive conduct at the direction of the employer under actual or
  implied threat of an adverse employment action.
         Sec. 23.005.  INJUNCTION; EQUITABLE RELIEF. (a) On finding
  that a respondent engaged in an unlawful employment practice or
  abusive conduct as alleged in a complaint, a court may:
               (1)  prohibit by injunction the respondent from
  engaging in an unlawful employment practice or abusive conduct; and
               (2)  order additional equitable relief as may be
  appropriate.
         (b)  Additional equitable relief may include:
               (1)  reinstating the complainant;
               (2)  removing the party that engaged in abusive conduct
  from the complainant's work environment; 
               (3)  back pay;
               (4)  front pay;
               (5)  medical expenses;
               (6)  compensation for pain and suffering;
               (7)  compensation for emotional distress;
               (8)  punitive damages; and
               (9)  attorney's fees.
         (c)  An employer who is liable for an unlawful employment
  practice under this chapter that does not include an adverse
  employment action is not liable for emotional distress damages and
  punitive damages unless the actionable conduct is extreme and
  outrageous. 
         Sec. 23.006.  PRIVATE RIGHT OF ACTION; LIMITATIONS. (a)
  This chapter may only be enforced by a private right of action.
         (b)  An action under this chapter must be commenced not later
  than the first anniversary of the last act that constitutes the
  alleged unlawful employment practice or abusive conduct.
         Sec. 23.007.  EFFECT ON OTHER LEGAL RELATIONSHIPS. (a) This
  chapter does not supersede rights and obligations provided under
  collective bargaining laws and regulations.
         (b)  The remedies provided in this chapter are in addition to
  any remedy provided under any other law. This chapter does not
  relieve any person from any liability, duty, penalty, or punishment
  provided by any other law.
         (c)  Notwithstanding Subsection (b), an employee's payments
  of workers' compensation shall be reimbursed from compensation paid
  under this chapter if an employee receives workers' compensation
  under this chapter and Subtitle A, Title 5:
               (1)  for medical costs for the same injury or illness;
  or 
               (2)  in cash payments for the same period the employee
  is not working as a result of the compensable injury or illness or
  the unlawful employment practice or abusive conduct.
         SECTION 3.  The change in law made by this Act applies only
  to a cause of action that accrues on or after the effective date of
  this Act. A cause of action that accrues before the effective date
  of this Act is governed by the law in effect immediately before that
  date, and that law is continued in effect for that purpose.
         SECTION 4.  This Act takes effect September 1, 2015.