Lorem ipsum dolor sit amet, consectetur adipiscing elit. Suspendisse varius enim in eros elementum tristique. Duis cursus, mi quis viverra ornare, eros dolor interdum nulla, ut commodo diam libero vitae erat. Aenean faucibus nibh et justo cursus id rutrum lorem imperdiet. Nunc ut sem vitae risus tristique posuere.
Women are
114%
more likely to
live in poverty
than white men in
Texas
Single-woman led households are at the
highest risk
of poverty in
Texas
In
Texas
, women earn
$0.59
for every dollar a white man makes
Women in
Texas
are
98%
more likely to earn
minimum wage
than white men
Women in
Texas
are
78%
more likely to earn a
tipped wage
than white men
In
Texas
, at least
70%
of women are essential to the financial security of their household
Texas has no equal pay law applicable to private employers. Texas’s equal pay law only extends to state employee’s, requiring that female state employees receive equal pay for “the same kind, grade, and quantity of service.”[1] Private employers with more than 15 employees are generally prohibited from discriminating on the basis of race, color, disability, religion, sex, national origin, or age, in connection with compensation or the terms, conditions, or privileges of employment.[2]
· Affirmative Defenses: To justify a pay disparity with respect to state employees, an employer can assert that it was based on a bona fide seniority system, merit system, or an employee benefit plan, such as a retirement, pension, or insurance plan, that is not a subterfuge to evade the requirements of the statute; or a system that measures earnings by quantity or quality of production.[3]
· Retaliation: An employer may not retaliate or discriminate against a person who opposes a discriminatory practice; makes or files a charge; files a complaint; or testifies, assists, or participates in any manner in an investigation, proceeding, or hearing.[4]
[1] Tex. Lab. Code § 21.102.
[2] Tex. Lab. Code § 21.051.
[3] Tex. Lab. Code § 21.102.
[4] Tex. Lab. Code § 21.055.
No. Texas law on equal pay is limited to state employees.
No. Texas laws do not mandate any form of employer pay disclosure.
No. Texas laws do not prohibit employers’ use of salary history in hiring and setting pay.
No. Texas law does not include protection for employees’ pay discussions. However, under federal law private sector employers generally cannot prohibit employees from discussing wages, with some exceptions.[1]
[1] Your Right to Discuss Wages, NAT’LLAB. RELS. BD.,https://www.nlrb.gov/about-nlrb/rights-we-protect/your-rights/your-rights-to-discuss-wages#:~:text=Under%20the%20National%20Labor%20Relations,for%20mutual%20aid%20or%20protection(last visited Jan. 28, 2022).
No. Texas law does not require employers to collect, report, or assess gender-based pay data.
No. Texas’s minimum wage is the same as the Federal minimum wage.[1] Texas law prohibits localities from setting a different minimum wage.[2]
[1] Tex. Lab. Code § 62.051.
[2] Tex. Lab. Code § 62.0515.
No. Texas’s minimum wage corresponds with the federal tipped minimum wage.[1]
[1] Tex. Lab. Code § 62.152; Tex. Lab. Code § 62.154; 29 U.S.C. § 213.
Yes. Most employees in Texas must be paid at least twice per month.[1] Certain employees, like executive, administrative, or professional workers, need only be paid once per month.[2]
[1] Tex. Lab. Code § 61.011.
[2] Tex. Lab. Code § 61.011; 29 U.S.C.§ 213.
No. There is no wage and hour law in Texas requiring notice of wage rates.
No. Texas does not have a state overtime law, so federal law governs. Covered nonexempt employees must receive overtime pay for any time worked beyond 40 hours in a work week (any fixed and regularly recurring period of 168 hours—seven consecutive 24-hour periods) at a rate no less than time and a half at the regular rate of pay.[1]
[1] 29 U.S.C. § 207.
Yes. For unpaid wages, Texas employees may file an administrative wage theft claim with the Texas Workforce Commission, seeking lost wages and, if the commission finds bad faith, an administrative penalty of, at most, $1,000.[1] The employee may sue under Texas law once their administrative remedies are exhausted.[2] For minimum wage violations, an employee or group of employees can bring an action seeking unpaid wages plus an equal amount of liquidated damages.[3] There is no state law specifically protecting against retaliation for wage complaints.
[1] Tex. Lab. Code § 61.051; Tex. Lab. Code § 61.053.
[2] Tex. Lab. Code § 61.062.
[3] Tex. Lab. Code § 62.201.
