Wage Deduction Authorization Agreement Texas

We are often faced with the question of the deductions an employer can deduct from a worker`s salary. The confusion over the law is not surprising given the discrepancies between the federal law, the Fair Labor Standards Act (FLSA) and the Texas Payday Law. The FLSA covers deductions on minimum wages that cause the worker`s wages to fall below the minimum wage. Texas Payday Law covers the salaries of all employees. The FLSA covers deductions that can legitimately bring a worker`s salary below the minimum wage. In certain circumstances, the following points may lead to the worker`s wage falling below the minimum wage: also keep in mind that even if a worker accepts the deduction, the deduction does not lower the worker`s wage below the minimum wage, unless theFLSA approves. THE TAKEAWAY: Before deducting an employee`s wages, you must first check whether the deductions are authorized by federal law or a court order. If the deduction is not approved, you must have the employee sign an agreement. Finally, you must consider whether the deductions would bring the worker`s wages below the minimum wage.

Without the employee`s written authorization, the Texas Pay Day Act allows an employer to deduct deductions only if they are court-ordered (family allowances) or authorized by state law or the Federal Income Tax Act. All other deductions must be made in writing and signed by the staff member. 1. meals and accommodation for the worker as long as the employer does not benefit from meals and accommodation; 2. Tips – inclined employees can be paid less than the minimum wage; (3) Voluntary earnings may be deducted from the employer, usually for pension contributions, health insurance, etc.; 4) repayment of loans and advances on wages; 5. shortage of cash due to cash misappropriation; 6. The court ordered or ordered deductions authorized by law. Note that only statutory or statutory deductions can be deducted from the above list without the prior written consent of a staff member. It is generally recommended that employers obtain permission to deduct these expenses at the time of recruitment, as well as the completion of all other statutory documents.

It is important that the authorization agreement is not too broad, but that it nevertheless adequately covers the likely deductions that the employer may have to make on the worker`s wages. Tools and services are available on request for people with disabilities. Customers who are deaf, hard of hearing or have poor speech-language speech can contact Relay Texas: 800-735-2989 (TTY) and 711 (Voice).

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