These are the ways employers can help minimize the chances of wage theft in Grapevine

Grapevine, TX – Many workers and workplaces have to deal with wage theft problems, as this is a common source of labor law disputes. An employer can be liable for not paying proper wages, and it is possible that the worker will bring a lawsuit where the workplace has to pay all outstanding wages and additional damages. Because of these potential problems, businesses should attempt to manage their recordkeeping and other matters to avoid lawsuits and disputes with their employees. An attorney who deals with wage issues can provide more information about these matters.  

Keeping proper records

Having records available of a worker’s hours and wages is required by law. This is not optional, and the employer needs to have these records clearly identified and available in case the employee or a government agency needs to review them. The employer should also provide wage statements for each pay period that display the total hours worked, the person’s pay rate, and any relevant deductions such as taxes that are taken out.

Following minimum wage laws

Paying a worker less than the federal minimum wage is technically considered a form of wage theft. Employers in Texas only need to follow the federal minimum wage law to remain compliant and avoid underpaying workers, as there is no higher state minimum wage in Texas. This includes following any potential increases in the minimum wage that may happen in the future, and then ensuring that workers are paid this amount.

Not taking or withholding a worker’s tips

Some employees in certain industries receive tips as part of the salary when they interact with customers. The employer is not allowed to take or withhold any of these tips, regardless of how much the worker makes. They are also not permitted to come up with illegal pay deductions to offset the amount that the person has made from their tips. 

Overtime regulations

Employers should know whether each worker should be classified as an hourly employee, salaried, or independent contractor. All hourly workers are eligible for overtime if they work more than forty hours in a seven day consecutive period. The overtime rate given to each worker must be at least one and one half times their standard rate. If the employer does require overtime hours, the government does not limit the maximum amount of hours that an employee can work. Just like standard wages, a person can sue for unpaid overtime if they were not compensated properly.  

Texas labor lawyers

Moore and Associates is a firm that works with labor and employment issues in the area of Grapevine and other parts of Texas. Anyone who needs assistance can contact their attorneys near me to schedule a meeting. 

Firm contact info:

Moore & Associates

440 Louisiana Street, Suite 675, Houston, TX 77002



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