Texas House Bill HB3310

Texas 2013 - 83rd Regular

Caption

Relating to requirements for employers who do not obtain workers' compensation insurance coverage under the Texas Workers' Compensation Act.

Impact

If enacted, HB3310 would significantly alter the obligations of employers operating without workers' compensation insurance. By requiring life insurance, the bill responds to ongoing concerns about the safety net available to employees in high-risk jobs where workers' compensation might not be in place. The requirement for a substantial death benefit ensures that employees’ families are supported in case of tragic incidents, potentially reducing the economic impact on the families affected by workplace accidents.

Summary

House Bill 3310 amends the Texas Workers' Compensation Act by imposing new requirements on employers who choose not to obtain workers' compensation insurance. Specifically, it mandates that these non-subscribing employers secure life insurance coverage for their employees, with a minimum death benefit of $200,000. This provision aims to enhance the protection of workers in cases of workplace fatalities, ensuring that their beneficiaries receive financial assistance in the event of an employee's death related to their job.

Sentiment

The sentiment around HB3310 appears to be generally supportive among advocates for worker rights and protections. Proponents argue that the bill addresses a critical gap in security for workers who are not covered by traditional workers' compensation insurance. However, there may also be opposition from business owners who could see this mandate as an additional burden, complicating their operational costs while seeking to balance employee safety with financial viability.

Contention

One notable point of contention surrounding HB3310 is the balance between employer responsibilities and employee protections. Critics may argue that mandating life insurance could push some small businesses to the brink, especially if premiums are high or if businesses are already struggling financially. Additionally, discussions may arise around whether $200,000 is an adequate benefit, suggesting that amendments might be necessary to address varying employee needs and employer capabilities.