Quick Article Summary: Texas law doesn’t require employers to offer PTO or vacation, but once you do, you must apply your policies consistently to avoid legal issues. Employers should use a documented, neutral process (like “first come, first served” or…
Quick Article Summary: Texas does not require private employers to provide meal or rest breaks, but if breaks are provided, short rest breaks (20 minutes or less) must be paid. Under federal OSHA heat‑exposure guidance, when heat stress is high, employers…
Quick Article Summary Texas employers are legally required to pay employees on time, accurately, and without unauthorized deductions under the Texas Payday Law Mistakes in handling final paychecks, commissions, or improper deductions often result in employee wage claims with the…
Quick Article Summary Texas employers can reduce employee pay or hours, but must do so prospectively and with clear notice, not retroactively. Employers must comply with FLSA minimum wage laws, exempt status rules, and any existing written agreements before making…
Quick Article Summary: Texas employers can terminate employees for lawful reasons, including off‑duty conduct, under the state’s at‑will employment rules, as long as no statute or contract prohibits it. Denying unemployment benefits requires proving that the off‑duty conduct meets the…
Quick Article Summary Texas law permits employers to consider criminal convictions, but restricts using older records for positions paying under $75,000 and allows applicants to deny expunged records. Federal EEOC guidance prohibits blanket exclusions based on criminal history and requires…
Quick Article Summary Texas employees must meet specific earnings and employment separation criteria to qualify for unemployment benefits from the Texas Workforce Commission. Employers should proactively prepare detailed employment records, maintain clear documentation on separations, and consistently apply company policies…
Quick Article Summary Texas employers must understand different legal obligations based on business size: fewer than 15 employees (general attendance policies), 15 or more employees (ADA compliance), and 50 or more employees (FMLA compliance). Effective management of excessive absences requires…
Quick Article Summary When an employee suddenly quits, promptly assess critical tasks, communicate clearly with your team, and redistribute responsibilities effectively. Establishing detailed Standard Operating Procedures (SOPs) significantly reduces the impact of unexpected departures by documenting essential roles and procedures….
Quick Article Summary Issuing written warnings requires clear communication, specific documentation, and compliance with employment laws to protect both the employer and employee. Effective warnings clearly outline performance expectations, consequences of continued issues, and provide a roadmap for improvement. Avoid…
