Texas Payday Law: Part II

Although wages are a central part of the employer/employee relationship, an overwhelming majority of workers do not have a sufficient grasp on the law pertaining to the disbursement of their pay. “Texas Payday Law – Part 1”, addressed the requirements for how many paydays must be allotted and certain other rights, but this article presents further information that might help you to identify whether or not your employer has violated the law with regard to your pay.

If your employer has engaged in conduct that is not in accordance with Texas labor laws, filing a claim with the Texas Workforce Commission may be the best way to gain the financial compensation you are due and to prevent others from being similarly victimized. Contact the Houston employment lawyers of the Ross Law Group at 713-482-6910.

Payday Law Protections

One of the most difficult episodes that a worker must endure is the termination of employment. The burden of finding a new job is substantial, and so are the financial strains that being unemployed can introduce or exacerbate. Often times an individual is confused about when he or she will receive a final paycheck. When fired, pay must be received with six days of the discharge. Under other circumstances, the last wages are to be paid on the next normal payday. Other notable features of Texas Payday Law include:

• Employers cannot withhold any portion of a worker's pay in the absence of an order from a court, relevant law, or written permission from the employee
• Failure to pay wages earned is a felony
• A wage claim must be filed within 180 days from the date that the wages should have been paid

Contact Us

It is unconscionable that an employer would depend upon his or her ability to take advantage of your lack of familiarity with Texas Payday laws to deny you the financial compensation that you earned. Contact the Houston wage dispute lawyers of the Ross Law Group at 713-482-6910 to find out how we can help.