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SB 1925

Public Employees - As introduced, allows up to five days' leave for any eligible employee who is a foster parent or kinship caregiver regarding appearances in court or counseling sessions related to the placement of the foster child. - Amends TCA Title 8, Chapter 50.

114th Regular Session (2025-2026) Introduced by Richard Briggs

Provides up to 5 paid days per year for state foster parents/kinship caregivers to attend court or counseling, not using accrued leave, and counts toward FMLA.

Assigned to General Subcommittee of Senate State & Local Government Committee
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Bill Summary · SB 1925

Bill Summary — SB 1925 (Session 114, Tennessee)

Title

Public Employees – Leave for foster parenting and kinship caregiving (as introduced). Amends Tennessee Code Annotated, Title 8, Chapter 50.

Purpose and Intent

This bill creates a special, paid leave provision for state employees who are foster parents or kinship caregivers. The aim is to provide time off for court appearances and counseling sessions related to the placement of a foster child, without charging the leave to the employee’s existing sick, annual, or other accumulated leave. It also clarifies how this leave interacts with federal and state family leave requirements.

Key Provisions

  • New section added: 8-50-815

    • Eligibility: An employee must be a foster parent or kinship caregiver and meet state employment tenure requirements to qualify as an “eligible employee.”
    • Authorized use of leave: Eligible employees may use special paid leave when required to appear in court or attend counseling sessions related to the placement of a foster child.
    • Charging of leave: The leave used under this section must not be charged against the employee’s sick, annual, or other accrued leave.
    • FMLA alignment: The leave counts toward the employee’s leave eligibility under the federal Family and Medical Leave Act (FMLA) and Tennessee’s related state provisions.
    • ** annual cap:** An eligible employee may receive up to five (5) workdays of paid leave under this section in a twelve-month period.
    • Definition of eligible employee:
    • (1) An employee who has been employed full-time with the state for at least 12 consecutive months with an eligible entity described in specified sections of Title 8 (8-30-102 and related subsections).
    • (2) An employee who has been employed full-time with the state for at least 12 consecutive months with another described entity, with a caveat excluding certain administrative boards or commissions attached to those entities.

  • Effective date: July 1, 2026 (the public welfare requiring it).

Who Could Be Affected

  • State employees who are foster parents or kinship caregivers, and who have been employed full-time by the state for at least 12 consecutive months with qualifying state entities.
  • Agencies and departments within the Tennessee state government that administer employee leave policies, particularly those covered under Title 8, Chapter 50, Part 8.

Procedural and Timeline Aspects

  • Status and path: Introduced January 21, 2026; passed first consideration (January 22, 2026); passed second consideration and referred to Senate State & Local Government Committee (February 2, 2026); assigned to General Subcommittee (March 4, 2026).
  • Enactment timeline: If enacted, the provisions would become effective on July 1, 2026.
  • Interaction with existing law: Leaves granted under this section run parallel to and count toward FMLA leave obligations; the provision explicitly ensures that the special leave does not deplete other accrued leave balances.

Practical Impact

  • Provides up to 5 paid workdays per 12-month period to attend court appearances or counseling sessions for the placement of a foster child.
  • Ensures that this leave is separate from and does not deplete an employee’s sick, annual, or other leave.
  • Aligns state leave practices with FMLA obligations, ensuring compatibility with federal leave rights.
  • Expands support for public employees who are legally responsible for fostering or kinship caregiving responsibilities.

If you want, I can provide a brief comparison to existing FMLA-related leave and summarize potential fiscal considerations for state agencies.

Compiled from official sources — confirm details with the bill’s official record.

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