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Texas Payday Law – Texas Workforce Commission

Overview

Texas Payday Law covers all Texas business entities, regardless of size, except for public employers such as the federal government, the state or a political subdivision of the state. All persons who perform a service for compensation are considered employees, except for close relatives and independent contractors.

Both employees and employers should be aware of the law so they will know their rights and responsibilities.

Payments Subject to Payday Law

The kinds of payments subject to the Texas Payday Law include:

  • Compensation for services rendered regardless of how they are computed
  • Commissions and bonuses according to the agreement inbetween the parties
  • Certain fringe benefits due under a written agreement with or policy of the employer

Disaster-Related Wage Claims

If you are an employee and your last paycheck was delayed because of a disaster, you may submit a Texas Wage Claim or with TWC no later than 180 days after the date the wages originally became due for payment.

Review the documents below for more information about how the Texas Payday Law applies to employees affected by a natural disaster.

Payment Delivery

Unless an employee agrees in writing to accept part or all of their wages in another form, wages must be paid in United States currency, a written instrument negotiable on request at total face value for United States currency, or by electronic transfer of funds.

Wages must be delivered to the employee at their regular place of work during working hours, mailed by registered mail or by direct deposit to be received by the employee not later than payday, by any reasonable means, or to any person authorized in writing by the employee.

Texas Payday Law does not address how long a paycheck must be kept active before an employee must cash it, but does state that an employee has the right to file a claim for unpaid wages up to 180 days from the date the wages were due to be paid

Final Wages

Delivery of final wages can be made by the methods listed above. If an employee is laid off, discharged, fired, or otherwise involuntarily separated from employment, the final pay is due within six (6) calendar days of discharge. If the employee quits, retires, resigns, or otherwise leaves employment voluntarily, the final pay is due on the next regularly-scheduled payday following the effective date of resignation.

If an employee resigns or gives notice they will be resigning, there is no provision in the Payday Law requiring employers to proceed to employ the person until the date they intended to resign or to pay them beyond time they actually work.

An employee may be entitled to unused wages for fringe benefits (vacation, holiday, sick leave, parental leave or severance pay) only if the employer provides for these benefits in a written policy or agreement.

Compensable Time

For more detailed information on compensable time, refer to the U.S. Department of Labor (DOL ) fact sheet Hours Worked Under the Fair Labor Standards Act.

Pay for Meetings or Training

Paid Cracks or Lunch Period

The Texas Payday Law does not address the issue of rest violates or meal violates. Work schedules, including cracks, regular hours and overtime hours, are left to the discretion of the employer and are usually based on the needs of the business. However, if cracks are given, the DOL does have guidelines on this issue:

  • If coffee cracks or rest cracks of 20 minutes or less are given, they must be paid. They are paid because they are considered to be beneficial to the employer since they generally promote productivity and efficiency on the part of the employee.
  • Lunch cracks, defined as a break of 30 minutes or longer for the purpose of eating a meal, where the employee is fully eased of duties (performing no work), do not have to be paid.

Premium Pay

No state or federal laws affecting Texas require an employer to pay extra wages for working on any day of the year, such as premium pay for working holidays or weekends. Individual company policy generally sets premium pay.

Vacation Pay

Under the Texas Payday Law, an employer is not required to suggest fringe benefits such as vacation pay, holiday pay or other pay for hours not worked. However, if the employer offers these benefits in writing, the employer would be obligated to serve with their own policy or employment agreement. The employer has the right to establish policy on how these benefits are earned, accrued, used and if they are paid out when not used, barring any policy which might be considered discriminatory as defined by law.

Pay Periods

Employers must post notices of paydays in conspicuous places in the workplace. If an employer does not designate paydays, the employer’s paydays are the very first and 15th of each month.

If an employee quits, they must be paid in utter at the next regular payday. Terminated employees must be paid in total within six days.

If an employee is not paid on a payday for any reason, including the employee’s absence, the employer must pay those wages on another business day as requested by the employee.

Bonuses or wages paid on a commission basis are due in a timely manner according to the terms of agreement inbetween the employee and employer.

Deductions from Wages

To understand what wages are due and unpaid requires knowing what deductions are allowable. Employers must get decent written authorization before making a payroll deduction.

The employer may not make deductions unless:

Deductions for out-of-pocket loans to an employee, even with an oral agreement to repay, are permitted only if the deduction is authorized in writing.

An employer who has received an income withholding order is required to withhold from wages, including any severance pay, commissions, bonuses or amounts paid in lieu of vacation time that the employee may be due under company policy or agreement.

Texas Payday Law – Texas Workforce Commission

Overview

Texas Payday Law covers all Texas business entities, regardless of size, except for public employers such as the federal government, the state or a political subdivision of the state. All persons who perform a service for compensation are considered employees, except for close relatives and independent contractors.

Both employees and employers should be aware of the law so they will know their rights and responsibilities.

Payments Subject to Payday Law

The kinds of payments subject to the Texas Payday Law include:

  • Compensation for services rendered regardless of how they are computed
  • Commissions and bonuses according to the agreement inbetween the parties
  • Certain fringe benefits due under a written agreement with or policy of the employer

Disaster-Related Wage Claims

If you are an employee and your last paycheck was delayed because of a disaster, you may submit a Texas Wage Claim or with TWC no later than 180 days after the date the wages originally became due for payment.

Review the documents below for more information about how the Texas Payday Law applies to employees affected by a natural disaster.

Payment Delivery

Unless an employee agrees in writing to accept part or all of their wages in another form, wages must be paid in United States currency, a written instrument negotiable on request at utter face value for United States currency, or by electronic transfer of funds.

Wages must be delivered to the employee at their regular place of work during working hours, mailed by registered mail or by direct deposit to be received by the employee not later than payday, by any reasonable means, or to any person authorized in writing by the employee.

Texas Payday Law does not address how long a paycheck must be kept active before an employee must cash it, but does state that an employee has the right to file a claim for unpaid wages up to 180 days from the date the wages were due to be paid

Final Wages

Delivery of final wages can be made by the methods listed above. If an employee is laid off, discharged, fired, or otherwise involuntarily separated from employment, the final pay is due within six (6) calendar days of discharge. If the employee quits, retires, resigns, or otherwise leaves employment voluntarily, the final pay is due on the next regularly-scheduled payday following the effective date of resignation.

If an employee resigns or gives notice they will be resigning, there is no provision in the Payday Law requiring employers to proceed to employ the person until the date they intended to resign or to pay them beyond time they actually work.

An employee may be entitled to unused wages for fringe benefits (vacation, holiday, sick leave, parental leave or severance pay) only if the employer provides for these benefits in a written policy or agreement.

Compensable Time

For more detailed information on compensable time, refer to the U.S. Department of Labor (DOL ) fact sheet Hours Worked Under the Fair Labor Standards Act.

Pay for Meetings or Training

Paid Violates or Lunch Period

The Texas Payday Law does not address the issue of rest cracks or meal cracks. Work schedules, including cracks, regular hours and overtime hours, are left to the discretion of the employer and are usually based on the needs of the business. However, if violates are given, the DOL does have guidelines on this issue:

  • If coffee cracks or rest violates of 20 minutes or less are given, they must be paid. They are paid because they are considered to be beneficial to the employer since they generally promote productivity and efficiency on the part of the employee.
  • Lunch cracks, defined as a break of 30 minutes or longer for the purpose of eating a meal, where the employee is fully eased of duties (performing no work), do not have to be paid.

Premium Pay

No state or federal laws affecting Texas require an employer to pay extra wages for working on any day of the year, such as premium pay for working holidays or weekends. Individual company policy generally sets premium pay.

Vacation Pay

Under the Texas Payday Law, an employer is not required to suggest fringe benefits such as vacation pay, holiday pay or other pay for hours not worked. However, if the employer offers these benefits in writing, the employer would be obligated to serve with their own policy or employment agreement. The employer has the right to establish policy on how these benefits are earned, accrued, used and if they are paid out when not used, barring any policy which might be considered discriminatory as defined by law.

Pay Periods

Employers must post notices of paydays in conspicuous places in the workplace. If an employer does not designate paydays, the employer’s paydays are the very first and 15th of each month.

If an employee quits, they must be paid in utter at the next regular payday. Terminated employees must be paid in utter within six days.

If an employee is not paid on a payday for any reason, including the employee’s absence, the employer must pay those wages on another business day as requested by the employee.

Bonuses or wages paid on a commission basis are due in a timely manner according to the terms of agreement inbetween the employee and employer.

Deductions from Wages

To understand what wages are due and unpaid requires knowing what deductions are allowable. Employers must get decent written authorization before making a payroll deduction.

The employer may not make deductions unless:

Deductions for out-of-pocket loans to an employee, even with an oral agreement to repay, are permitted only if the deduction is authorized in writing.

An employer who has received an income withholding order is required to withhold from wages, including any severance pay, commissions, bonuses or amounts paid in lieu of vacation time that the employee may be due under company policy or agreement.

Texas Payday Law – Texas Workforce Commission

Overview

Texas Payday Law covers all Texas business entities, regardless of size, except for public employers such as the federal government, the state or a political subdivision of the state. All persons who perform a service for compensation are considered employees, except for close relatives and independent contractors.

Both employees and employers should be aware of the law so they will know their rights and responsibilities.

Payments Subject to Payday Law

The kinds of payments subject to the Texas Payday Law include:

  • Compensation for services rendered regardless of how they are computed
  • Commissions and bonuses according to the agreement inbetween the parties
  • Certain fringe benefits due under a written agreement with or policy of the employer

Disaster-Related Wage Claims

If you are an employee and your last paycheck was delayed because of a disaster, you may submit a Texas Wage Claim or with TWC no later than 180 days after the date the wages originally became due for payment.

Review the documents below for more information about how the Texas Payday Law applies to employees affected by a natural disaster.

Payment Delivery

Unless an employee agrees in writing to accept part or all of their wages in another form, wages must be paid in United States currency, a written instrument negotiable on request at total face value for United States currency, or by electronic transfer of funds.

Wages must be delivered to the employee at their regular place of work during working hours, mailed by registered mail or by direct deposit to be received by the employee not later than payday, by any reasonable means, or to any person authorized in writing by the employee.

Texas Payday Law does not address how long a paycheck must be kept active before an employee must cash it, but does state that an employee has the right to file a claim for unpaid wages up to 180 days from the date the wages were due to be paid

Final Wages

Delivery of final wages can be made by the methods listed above. If an employee is laid off, discharged, fired, or otherwise involuntarily separated from employment, the final pay is due within six (6) calendar days of discharge. If the employee quits, retires, resigns, or otherwise leaves employment voluntarily, the final pay is due on the next regularly-scheduled payday following the effective date of resignation.

If an employee resigns or gives notice they will be resigning, there is no provision in the Payday Law requiring employers to proceed to employ the person until the date they intended to resign or to pay them beyond time they actually work.

An employee may be entitled to unused wages for fringe benefits (vacation, holiday, sick leave, parental leave or severance pay) only if the employer provides for these benefits in a written policy or agreement.

Compensable Time

For more detailed information on compensable time, refer to the U.S. Department of Labor (DOL ) fact sheet Hours Worked Under the Fair Labor Standards Act.

Pay for Meetings or Training

Paid Cracks or Lunch Period

The Texas Payday Law does not address the issue of rest cracks or meal cracks. Work schedules, including violates, regular hours and overtime hours, are left to the discretion of the employer and are usually based on the needs of the business. However, if cracks are given, the DOL does have guidelines on this issue:

  • If coffee violates or rest violates of 20 minutes or less are given, they must be paid. They are paid because they are considered to be beneficial to the employer since they generally promote productivity and efficiency on the part of the employee.
  • Lunch violates, defined as a break of 30 minutes or longer for the purpose of eating a meal, where the employee is fully eased of duties (performing no work), do not have to be paid.

Premium Pay

No state or federal laws affecting Texas require an employer to pay extra wages for working on any day of the year, such as premium pay for working holidays or weekends. Individual company policy generally sets premium pay.

Vacation Pay

Under the Texas Payday Law, an employer is not required to suggest fringe benefits such as vacation pay, holiday pay or other pay for hours not worked. However, if the employer offers these benefits in writing, the employer would be obligated to obey with their own policy or employment agreement. The employer has the right to establish policy on how these benefits are earned, accrued, used and if they are paid out when not used, barring any policy which might be considered discriminatory as defined by law.

Pay Periods

Employers must post notices of paydays in conspicuous places in the workplace. If an employer does not designate paydays, the employer’s paydays are the very first and 15th of each month.

If an employee quits, they must be paid in utter at the next regular payday. Terminated employees must be paid in total within six days.

If an employee is not paid on a payday for any reason, including the employee’s absence, the employer must pay those wages on another business day as requested by the employee.

Bonuses or wages paid on a commission basis are due in a timely manner according to the terms of agreement inbetween the employee and employer.

Deductions from Wages

To understand what wages are due and unpaid requires knowing what deductions are allowable. Employers must get decent written authorization before making a payroll deduction.

The employer may not make deductions unless:

Deductions for out-of-pocket loans to an employee, even with an oral agreement to repay, are permitted only if the deduction is authorized in writing.

An employer who has received an income withholding order is required to withhold from wages, including any severance pay, commissions, bonuses or amounts paid in lieu of vacation time that the employee may be due under company policy or agreement.

Texas Payday Law – Texas Workforce Commission

Overview

Texas Payday Law covers all Texas business entities, regardless of size, except for public employers such as the federal government, the state or a political subdivision of the state. All persons who perform a service for compensation are considered employees, except for close relatives and independent contractors.

Both employees and employers should be aware of the law so they will know their rights and responsibilities.

Payments Subject to Payday Law

The kinds of payments subject to the Texas Payday Law include:

  • Compensation for services rendered regardless of how they are computed
  • Commissions and bonuses according to the agreement inbetween the parties
  • Certain fringe benefits due under a written agreement with or policy of the employer

Disaster-Related Wage Claims

If you are an employee and your last paycheck was delayed because of a disaster, you may submit a Texas Wage Claim or with TWC no later than 180 days after the date the wages originally became due for payment.

Review the documents below for more information about how the Texas Payday Law applies to employees affected by a natural disaster.

Payment Delivery

Unless an employee agrees in writing to accept part or all of their wages in another form, wages must be paid in United States currency, a written instrument negotiable on request at total face value for United States currency, or by electronic transfer of funds.

Wages must be delivered to the employee at their regular place of work during working hours, mailed by registered mail or by direct deposit to be received by the employee not later than payday, by any reasonable means, or to any person authorized in writing by the employee.

Texas Payday Law does not address how long a paycheck must be kept active before an employee must cash it, but does state that an employee has the right to file a claim for unpaid wages up to 180 days from the date the wages were due to be paid

Final Wages

Delivery of final wages can be made by the methods listed above. If an employee is laid off, discharged, fired, or otherwise involuntarily separated from employment, the final pay is due within six (6) calendar days of discharge. If the employee quits, retires, resigns, or otherwise leaves employment voluntarily, the final pay is due on the next regularly-scheduled payday following the effective date of resignation.

If an employee resigns or gives notice they will be resigning, there is no provision in the Payday Law requiring employers to proceed to employ the person until the date they intended to resign or to pay them beyond time they actually work.

An employee may be entitled to unused wages for fringe benefits (vacation, holiday, sick leave, parental leave or severance pay) only if the employer provides for these benefits in a written policy or agreement.

Compensable Time

For more detailed information on compensable time, refer to the U.S. Department of Labor (DOL ) fact sheet Hours Worked Under the Fair Labor Standards Act.

Pay for Meetings or Training

Paid Cracks or Lunch Period

The Texas Payday Law does not address the issue of rest cracks or meal cracks. Work schedules, including cracks, regular hours and overtime hours, are left to the discretion of the employer and are usually based on the needs of the business. However, if cracks are given, the DOL does have guidelines on this issue:

  • If coffee cracks or rest cracks of 20 minutes or less are given, they must be paid. They are paid because they are considered to be beneficial to the employer since they generally promote productivity and efficiency on the part of the employee.
  • Lunch cracks, defined as a break of 30 minutes or longer for the purpose of eating a meal, where the employee is fully loosened of duties (performing no work), do not have to be paid.

Premium Pay

No state or federal laws affecting Texas require an employer to pay extra wages for working on any day of the year, such as premium pay for working holidays or weekends. Individual company policy generally sets premium pay.

Vacation Pay

Under the Texas Payday Law, an employer is not required to suggest fringe benefits such as vacation pay, holiday pay or other pay for hours not worked. However, if the employer offers these benefits in writing, the employer would be obligated to serve with their own policy or employment agreement. The employer has the right to establish policy on how these benefits are earned, accrued, used and if they are paid out when not used, barring any policy which might be considered discriminatory as defined by law.

Pay Periods

Employers must post notices of paydays in conspicuous places in the workplace. If an employer does not designate paydays, the employer’s paydays are the very first and 15th of each month.

If an employee quits, they must be paid in utter at the next regular payday. Terminated employees must be paid in total within six days.

If an employee is not paid on a payday for any reason, including the employee’s absence, the employer must pay those wages on another business day as requested by the employee.

Bonuses or wages paid on a commission basis are due in a timely manner according to the terms of agreement inbetween the employee and employer.

Deductions from Wages

To understand what wages are due and unpaid requires knowing what deductions are allowable. Employers must get decent written authorization before making a payroll deduction.

The employer may not make deductions unless:

Deductions for out-of-pocket loans to an employee, even with an oral agreement to repay, are permitted only if the deduction is authorized in writing.

An employer who has received an income withholding order is required to withhold from wages, including any severance pay, commissions, bonuses or amounts paid in lieu of vacation time that the employee may be due under company policy or agreement.

Texas Payday Law – Texas Workforce Commission

Overview

Texas Payday Law covers all Texas business entities, regardless of size, except for public employers such as the federal government, the state or a political subdivision of the state. All persons who perform a service for compensation are considered employees, except for close relatives and independent contractors.

Both employees and employers should be aware of the law so they will know their rights and responsibilities.

Payments Subject to Payday Law

The kinds of payments subject to the Texas Payday Law include:

  • Compensation for services rendered regardless of how they are computed
  • Commissions and bonuses according to the agreement inbetween the parties
  • Certain fringe benefits due under a written agreement with or policy of the employer

Disaster-Related Wage Claims

If you are an employee and your last paycheck was delayed because of a disaster, you may submit a Texas Wage Claim or with TWC no later than 180 days after the date the wages originally became due for payment.

Review the documents below for more information about how the Texas Payday Law applies to employees affected by a natural disaster.

Payment Delivery

Unless an employee agrees in writing to accept part or all of their wages in another form, wages must be paid in United States currency, a written instrument negotiable on request at utter face value for United States currency, or by electronic transfer of funds.

Wages must be delivered to the employee at their regular place of work during working hours, mailed by registered mail or by direct deposit to be received by the employee not later than payday, by any reasonable means, or to any person authorized in writing by the employee.

Texas Payday Law does not address how long a paycheck must be kept active before an employee must cash it, but does state that an employee has the right to file a claim for unpaid wages up to 180 days from the date the wages were due to be paid

Final Wages

Delivery of final wages can be made by the methods listed above. If an employee is laid off, discharged, fired, or otherwise involuntarily separated from employment, the final pay is due within six (6) calendar days of discharge. If the employee quits, retires, resigns, or otherwise leaves employment voluntarily, the final pay is due on the next regularly-scheduled payday following the effective date of resignation.

If an employee resigns or gives notice they will be resigning, there is no provision in the Payday Law requiring employers to proceed to employ the person until the date they intended to resign or to pay them beyond time they actually work.

An employee may be entitled to unused wages for fringe benefits (vacation, holiday, sick leave, parental leave or severance pay) only if the employer provides for these benefits in a written policy or agreement.

Compensable Time

For more detailed information on compensable time, refer to the U.S. Department of Labor (DOL ) fact sheet Hours Worked Under the Fair Labor Standards Act.

Pay for Meetings or Training

Paid Violates or Lunch Period

The Texas Payday Law does not address the issue of rest cracks or meal violates. Work schedules, including cracks, regular hours and overtime hours, are left to the discretion of the employer and are usually based on the needs of the business. However, if cracks are given, the DOL does have guidelines on this issue:

  • If coffee violates or rest cracks of 20 minutes or less are given, they must be paid. They are paid because they are considered to be beneficial to the employer since they generally promote productivity and efficiency on the part of the employee.
  • Lunch cracks, defined as a break of 30 minutes or longer for the purpose of eating a meal, where the employee is fully relaxed of duties (performing no work), do not have to be paid.

Premium Pay

No state or federal laws affecting Texas require an employer to pay extra wages for working on any day of the year, such as premium pay for working holidays or weekends. Individual company policy generally sets premium pay.

Vacation Pay

Under the Texas Payday Law, an employer is not required to suggest fringe benefits such as vacation pay, holiday pay or other pay for hours not worked. However, if the employer offers these benefits in writing, the employer would be obligated to obey with their own policy or employment agreement. The employer has the right to establish policy on how these benefits are earned, accrued, used and if they are paid out when not used, barring any policy which might be considered discriminatory as defined by law.

Pay Periods

Employers must post notices of paydays in conspicuous places in the workplace. If an employer does not designate paydays, the employer’s paydays are the very first and 15th of each month.

If an employee quits, they must be paid in total at the next regular payday. Terminated employees must be paid in total within six days.

If an employee is not paid on a payday for any reason, including the employee’s absence, the employer must pay those wages on another business day as requested by the employee.

Bonuses or wages paid on a commission basis are due in a timely manner according to the terms of agreement inbetween the employee and employer.

Deductions from Wages

To understand what wages are due and unpaid requires knowing what deductions are allowable. Employers must get decent written authorization before making a payroll deduction.

The employer may not make deductions unless:

Deductions for out-of-pocket loans to an employee, even with an oral agreement to repay, are permitted only if the deduction is authorized in writing.

An employer who has received an income withholding order is required to withhold from wages, including any severance pay, commissions, bonuses or amounts paid in lieu of vacation time that the employee may be due under company policy or agreement.

Texas Payday Law – Texas Workforce Commission

Overview

Texas Payday Law covers all Texas business entities, regardless of size, except for public employers such as the federal government, the state or a political subdivision of the state. All persons who perform a service for compensation are considered employees, except for close relatives and independent contractors.

Both employees and employers should be aware of the law so they will know their rights and responsibilities.

Payments Subject to Payday Law

The kinds of payments subject to the Texas Payday Law include:

  • Compensation for services rendered regardless of how they are computed
  • Commissions and bonuses according to the agreement inbetween the parties
  • Certain fringe benefits due under a written agreement with or policy of the employer

Disaster-Related Wage Claims

If you are an employee and your last paycheck was delayed because of a disaster, you may submit a Texas Wage Claim or with TWC no later than 180 days after the date the wages originally became due for payment.

Review the documents below for more information about how the Texas Payday Law applies to employees affected by a natural disaster.

Payment Delivery

Unless an employee agrees in writing to accept part or all of their wages in another form, wages must be paid in United States currency, a written instrument negotiable on request at total face value for United States currency, or by electronic transfer of funds.

Wages must be delivered to the employee at their regular place of work during working hours, mailed by registered mail or by direct deposit to be received by the employee not later than payday, by any reasonable means, or to any person authorized in writing by the employee.

Texas Payday Law does not address how long a paycheck must be kept active before an employee must cash it, but does state that an employee has the right to file a claim for unpaid wages up to 180 days from the date the wages were due to be paid

Final Wages

Delivery of final wages can be made by the methods listed above. If an employee is laid off, discharged, fired, or otherwise involuntarily separated from employment, the final pay is due within six (6) calendar days of discharge. If the employee quits, retires, resigns, or otherwise leaves employment voluntarily, the final pay is due on the next regularly-scheduled payday following the effective date of resignation.

If an employee resigns or gives notice they will be resigning, there is no provision in the Payday Law requiring employers to proceed to employ the person until the date they intended to resign or to pay them beyond time they actually work.

An employee may be entitled to unused wages for fringe benefits (vacation, holiday, sick leave, parental leave or severance pay) only if the employer provides for these benefits in a written policy or agreement.

Compensable Time

For more detailed information on compensable time, refer to the U.S. Department of Labor (DOL ) fact sheet Hours Worked Under the Fair Labor Standards Act.

Pay for Meetings or Training

Paid Violates or Lunch Period

The Texas Payday Law does not address the issue of rest cracks or meal cracks. Work schedules, including cracks, regular hours and overtime hours, are left to the discretion of the employer and are usually based on the needs of the business. However, if violates are given, the DOL does have guidelines on this issue:

  • If coffee violates or rest cracks of 20 minutes or less are given, they must be paid. They are paid because they are considered to be beneficial to the employer since they generally promote productivity and efficiency on the part of the employee.
  • Lunch violates, defined as a break of 30 minutes or longer for the purpose of eating a meal, where the employee is fully eased of duties (performing no work), do not have to be paid.

Premium Pay

No state or federal laws affecting Texas require an employer to pay extra wages for working on any day of the year, such as premium pay for working holidays or weekends. Individual company policy generally sets premium pay.

Vacation Pay

Under the Texas Payday Law, an employer is not required to suggest fringe benefits such as vacation pay, holiday pay or other pay for hours not worked. However, if the employer offers these benefits in writing, the employer would be obligated to serve with their own policy or employment agreement. The employer has the right to establish policy on how these benefits are earned, accrued, used and if they are paid out when not used, barring any policy which might be considered discriminatory as defined by law.

Pay Periods

Employers must post notices of paydays in conspicuous places in the workplace. If an employer does not designate paydays, the employer’s paydays are the very first and 15th of each month.

If an employee quits, they must be paid in total at the next regular payday. Terminated employees must be paid in total within six days.

If an employee is not paid on a payday for any reason, including the employee’s absence, the employer must pay those wages on another business day as requested by the employee.

Bonuses or wages paid on a commission basis are due in a timely manner according to the terms of agreement inbetween the employee and employer.

Deductions from Wages

To understand what wages are due and unpaid requires knowing what deductions are allowable. Employers must get decent written authorization before making a payroll deduction.

The employer may not make deductions unless:

Deductions for out-of-pocket loans to an employee, even with an oral agreement to repay, are permitted only if the deduction is authorized in writing.

An employer who has received an income withholding order is required to withhold from wages, including any severance pay, commissions, bonuses or amounts paid in lieu of vacation time that the employee may be due under company policy or agreement.

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