|Fair Employment Practices
||In terms of job discrimination, Texas law mostly follows federal law. For private businesses with 15 or more employees, the Texas Commission on Human Rights Act (Texas Labour Code, Chapter 21) is applicable. Race, color, national origin, religion, gender, age, handicap, and genetic data are examples of protected qualities.
The TCHRA forbids employers from retaliating against staff members who file charges or complaints, object to discriminatory or other unlawful employment practices, testify in court, or otherwise participate in investigations, proceedings, or hearings.
||By reference, Texas follows the federal minimum wage standard. The criteria for applying for the tip credit differ slightly.
||Texas abides by federal law concerning the jobs children are not allowed to have and the restrictions on driving, soliciting, and selling to minors and sexually explicit companies.
||Nonexempt employees must receive payment at least twice a month, while exempt employees must receive payment no less frequently. To the extent practicable, an employer shall distribute biweekly payments over an equal number of days.
||Under state law, wages may only be deducted for legitimate purposes when the employer has the employee's written consent to do so, is compelled to do so by state or federal law, is subject to a court order, or is otherwise required to do so by law.
|Health Care Continuation
||Individuals not covered by the federal Consolidated Omnibus Budget Reconciliation Act (COBRA) (i.e., those employed by an employer with fewer than 20 employees) must receive continuation coverage for nine months, and individuals who the federal COBRA covers must receive continuation coverage for an additional six months after the federal COBRA coverage ends.
|Leaves of Absence
||All employers are subject to the laws of Texas regarding mandated time off and leaves of absence for workers. These rules cover things like political leave, voting leave, military leave, jury duty leave, court attendance leave, and leave for military emergencies.
|Weapons in the Workplace
||Employers can forbid licensed individuals from carrying handguns on their property. The employer must make it clear verbally or in writing that carrying a weapon on the premises is prohibited.
|Safe Driving Practices
||In Texas, unless the vehicle is stopped, it is illegal to use a wireless communication device to read, write, or send an electronic message while operating a motor vehicle.
||A terminated employee shall be compensated in full by the following regularly scheduled payday.
Employees must get their final paycheck within six days of the termination date.
Only if a written agreement or written employer policy calls explicitly for payment of such benefits, accrued vacation, sick leave, and paid time off (PTO) must be paid upon termination of employment.