The FLSA, or Fair Labor Standards Act, is a set of federal laws that establish hourly and wage standards that must be followed by all employers. These include regulations on overtime, minimum wage and other safeguards. The laws of the State of Texas are also subject to FLSA regulations at the federal level. For more information about the FLSA, contact the U.S. Department of Labor`s Wages and Hours Division. Galo Law Firm has 30 years of experience fighting for clients` rights to minimum wage and overtime pay, labor laws and discrimination. Our goal is also to eliminate the stress that these cases can cause to the client. We work tirelessly for you so you don`t have to. Information about Texas vacation laws can now be found on our Texas Leave Laws page. Title VII of the Federal Citizenship Rights Act of 1964 covers discrimination on the basis of race, religion, sex, race or national origin. No work decision can be made based on any of these factors. There are other federal laws that prohibit discrimination on the basis of age or discrimination on the basis of disability or genetic information. All employers with 15 or more employees are subject to civil rights laws, and those with more than 20 employees are subject to age discrimination laws.
Employers must continue to provide health benefits during FMLA leave. Employees have the right to return to their jobs at the end of the leave. Texas does not have its own state laws regarding family and sick leave. Employees requesting FMLA leave must have worked at least 1,250 hours in the previous year and 50 employees of the same employer must be employed within a 75-mile zone. Texas labor laws do not have laws requiring an employer to provide employees with meals or breaks, so the federal rule applies. Frequently Asked Questions about TX Labour Law. The federal rule does not require an employer to provide a meal (lunch) or breaks. However, if an employer chooses to do so, breaks must be paid, usually less than twenty (20) minutes. Lunch or lunch breaks (usually thirty (30) minutes or more) do not need to be paid as long as the employee can do whatever they want during the meal or dinner. DOL: Breaks and meal times. Texas also has state-specific laws that prohibit discrimination based on race, religion, sex, pregnancy, national origin, genetic information, age, employment, or disability, as described above.
These laws apply to all Texas employers who employ 15 or more people. The Texas Workforce Commission has more detailed information on these laws. In Texas, there are no labor laws related to overtime pay. However, federal laws apply and set overtime at 1.5 times regular pay. The Fair Labor Standards Act (FLSA) requires all employers to pay overtime for more than 40 hours in a given week. Employees who fall under certain exceptions to overtime legislation (exempt employees) are not eligible to earn overtime. For more information on Texas` minimum wage laws, visit our Texas Minimum Wage Laws page, which covers topics such as minimum wage, minimum wage, tip sharing and pooling, and minimum wage. Under the Fair Labour Standards Act, you, the employee, are entitled to 1.5 times an employee`s regular wage for all overtime worked after 40 hours in a given week. There are no exceptions for companies or employees. Companies must post all applicable federal and state labor law signs in the workplace. Issues related to wages, hours of work, wages, and overtime labor laws often arise in the workplace.
They may involve withholding wages earned or misinterpretations of your employment status and rights under the Fair Labour Standards Act (FLSA) and other laws. Pay and hour disputes may also include: Again, Texas has no labor laws regarding meals and breaks for employees, and contrary to popular belief, federal regulations also do not require employers to offer breaks. If so, all breaks must be paid if they are 20 minutes or less, but lunch breaks of 30 minutes or more do not have to be paid if employees are allowed to do what they want during those breaks. Some dismissed workers wrongly assume that their employer dismissed them because they belong to a protected group (see list in point 1 above). If an employee is part of a group protected under anti-discrimination laws but does not act appropriately in accordance with their professional obligations, they may be dismissed on these grounds. Employers may also take corrective and/or disciplinary action against an employee who belongs to a protected category, provided that the motivation is not due to the reason for his protected status. However, an employer may not take corrective action based on an unlawful form of discrimination. This summary does not constitute qualified legal advice.
Laws are always subject to change and may vary from municipality to municipality. It is up to you to ensure that you comply with all the laws and statutes of your region. If you need additional compliance assistance, we recommend contacting a qualified attorney, checking with your local authorities, or registering with Homebase for help from our certified HR professionals. Texas employers may be required to provide an employee under federal labor laws set forth in the Family and Medical Leave Act.