Texas Payday Law

The Texas Payday Laws state that employers must express pay rates and pay methods carefully and stick to the decision they make to the employees as a wage agreement can be established by verbal and written evidence. General common rule states that the employer must pay according to the wage agreement in effect of the services performed. Almost every state wage payment statue has one form of this rule within the Fair labor standards. Texas Payday Law states that if there wasn't a clear agreement between the employee and employer a judge or jury would decide on the reasonable rate of pay, pay method, etc.

It doesn't have a limitation on the business size, number of employees or nature. The Texas Payday Law applies to the typical employment relationship; where a person was hired by another to perform a kind of work for pay. Texas Payday Laws include the definition of fringe benefits promised as a written policy or written agreement. Benefits include vacation pay, sick leave, holiday pay, maternity leave, and severance. Employers should be very clear in their policy as to what they will provide.

James 4:11 says "Speak not evil one of another, brethren. He that speaketh evil of his brother, and judgeth his brother, speaketh evil of the law, and judgeth the law: but if thou judge the law, thou art not a doer of the law, but a judge." This reminds Christian workers to follow rules as long as they are biblically ethical because that is a discipline Christians are instructed to have. Texas Payday Laws state that if an employee leaves involuntarily the final pay is due within six calendar days. Involuntary leave is defined as laid off, discharged, fired, etc. If the leave is voluntary, defined as quitting, retiring, resign, etc., the regular pay method should be used. The employee separation is defined that if the employee leaves the job when there is still work available it is considered voluntary otherwise it is considered involuntary.

These rules mandate employers to pay at least twice a month for non-exempt employees and at least once a month to those that are exempt. According to Texas Payday Law the term "exempt" is to define if an employee under the FLSA meets the requirements for overtime exemptions. As long as there isn't a contract or agreement Texas Payday Law follows the "at-will" doctrine; method of payment may be changed with or without notice. It states that the delivery of the wages can be handed to the employee, mailed to the employee's desired location, electronically deposited or given to an authorized third party.

Add to: File Insurance Business article Teen Photo Images