Learn about the federal and state laws that protect the rights of Texas employees. Beginning January 1, 2020, small businesses will have to comply with a new overtime rule, estimated to affect 1.3 million workers. The Texas Labor Law Posters display this information. Overview of the 2020 Overtime Pay Rule. Exempt employees need not be paid for any workweek in which they perform no work. 19. In many cases, when 50 percent or less work time is devoted to primary jobs, an employee may still be qualified for FLSA exemption if the managerial duties are seen as important when compared to other kinds of work being performing. However, it may help reduce potential complaints from employees if the employer obtains such authorization, as illustrated by item 12 in the sample wage deduction authorization agreement in this book. Russell Cawyer is a partner representing Texas employers in Kelly Hart & Hallman’s labor and employment practice group practicing out of the firm’s Fort Worth, Texas office. Before this change, the "standard salary level" required to classify someone as a salaried employee was $455 per week. Post it in a conspicuous location. Employees who qualify as professional, administrative or executive under federal law must be paid at least once per month. Texas Overtime Pay Laws - TX Labor Law - 2020 Overtime pay is additional pay granted to employees who have worked over a certain amount of hours in a given timeframe. However, while this is true in theory, some Texas laws and Texas courts have changed the traditional doctrine. The new rule is set to take effect on January 1, 2020 and increase the number of overtime-eligible employees by 1.3 million. This amount is $684 per week (equivalent to $35,568 for a full-year worker). Read on to find out about laws prohibiting discrimination, requiring payment of overtime and the minimum wage, giving you the right to take time off, and more. That’s because new overtime regulations take effect on January 1, 2020. Like all states, the state of Texas requires employers and employees to abide by certain labor laws, which govern issues such as minimum wage, overtime payments, meals and breaks, harassment, child labor and discrimination. Overtime. Employees in Texas are protected by both the Texas Labor Code and the Fair Labor Standards Act (FLSA). Employers in Texas must adhere to both federal and state overtime regulations defining how much overtime must be paid, and which employees are entitled to overtime pay. The law, effective August 1, 2019, was scheduled to start being enforced by the City of Dallas on April 1, 2020. If the child is 14 or 15 years old, they may not work more than 8 hours in one day, more than 48 hours in one week, and between the hours of 10 p.m. and 5 a.m. if a school day is the next day. Photo by Kelly Sikkema on Unsplash. The Texas Workforce Commission is responsible for administering labor laws throughout the state, including upholding federal standards. Following is the text of 29 C.F.R. The final rule takes effect January 1, 2020. Federal laws contained in the Fair Labor Standards Act (FLSA) state that all employees in the U.S. are to be paid an hourly rate no less than the federal minimum wage and shall receive overtime pay for hours in excess of 40 in a workweek. Similarly, an employer may suspend an exempt employee without pay for twelve days for violating a generally applicable written policy prohibiting workplace violence. In other words, although breaks are not required, employers must pay employees for time they spend working and for shorter breaks during the day. The amount of time the person spends performing exempt tasks and the ability to make decisions without direct supervision are other f… Employees must be paid for shorter breaks they are allowed to take during the day, but employers are not required to provide these breaks in the first place. What Is the New Sick Day Law? Texas Law. Texas is a strong “employment-at-will” state. Subject to the exceptions provided in paragraph (b) of this section, an exempt employee must receive the full salary for any week in which the employee performs any work without regard to the number of days or hours worked. This is the big one. Child Labor Laws. When calculating the amount of a deduction from pay allowed under paragraph (b) of this section, the employer may use the hourly or daily equivalent of the employee's full weekly salary or any other amount proportional to the time actually missed by the employee. Exempt employees need not be paid for any workweek in which they perform no work. 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