This Handbook provides an overview of federal laws addressing employer-employee rights and obligations. Information discussed includes wages & hours, discrimination, termination of employment, pension plans and retirement benefits, workplace safety, workers' compensation, unions, the Family and Medical Leave Act, and much more in 25 pages of materials.
Labor Laws For Salaried Employees In Texas In Tarrant
Category:
State:
Multi-State
County:
Tarrant
Control #:
US-002HB
Format:
Word;
PDF;
Rich Text
Instant download
Description
Free preview
Form popularity
FAQ
Texas Workforce Commission (TWC) is the state agency charged with overseeing and providing workforce development services to employers and job seekers of Texas.
You can also file a complaint with the Department of Labor The DOL Wage & Hour Division can provide you with information as to what sorts of claims or complaints they accept and how their process works. They can be contacted at 866-487-9243. They also have a webpage with information that might be helpful.
Texas Labor Laws Guide Texas Labor Laws FAQ Texas minimum wage$7.25 Texas overtime 1.5 times the regular wage for any time worked over 40 hours/week ($10.87 for minimum wage workers) Texas breaks Breaks not required by law (see below for exceptions)
“Texas Workforce Commission is responsible for administering and enforcing the laws relating to employment in Texas including but not limited to: child labor laws under Chapter 51, Texas Labor Code, payment of wages under Chapter 61 and minimum wage under Chapter 62, Texas Labor Code.
Texas Workforce Commission supports many initiatives for job seekers, employers, students, and teachers across the state. Learn how to file a child labor complaint. Get details on what type of work a child can or cannot do. Get to know your Workforce Development Board (Board).
Thus, PTO for salaried employees is determined by private agreements between the employer and employee rather than by state law. Employers must adhere to their regulations, though, if they provide PTO.
Even if no PTO is left, employers cannot deduct exempt salaried employees' entire salary in exchange for partial days off. Employers may subtract full-day absences from PTO balances, but partial days cannot.