Is there a texas hourly law that states 'if you are required to show up for work for 2 hours - you get paid for 4?

We have mandatory Quarterly meetings for 2 hours each. Do I have to pay my employees for 4 hours? Asked by Beki 23 months ago Similar questions: texas hourly law states 'if required show work hours paid Business.

Similar questions: texas hourly law states 'if required show work hours paid.

Nope. But there is such a law in California. Nope.

But there is such a law in California. laborlawtalk.com/showthread.php?t=658State Wage Payment Laws — Comparison Chart (BNA chart)? Employers Covered identifies the kinds of organizations subject to the state's wage-payment laws.? Call-In, Waiting, Working Time outlines pay requirements imposed when employees are called in to work outside their regular hours or must spend time waiting or engaged in other nonproductive activities.

STATE REQUIREMENTS AND PROVISIONSAlabama Call-In, Waiting, Working Time — No pay provision. Alaska Call-In, Waiting, Working Time — No pay provision. Arizona Call-In, Waiting, Working Time — No pay provision.

Arkansas Call-In, Waiting, Working Time — No pay provision. California Employers Covered — All employers, except counties, quasi-municipal corporations, and school districts and students of nonprofit educational institutions. Call-In, Waiting, Working Time — Call-In, Waiting Time Employees who report for work when required but are furnished less than one half of a scheduled or usual day's work shall be paid for half a scheduled or usual day's work, but in no event less than two hours or more than four hours at the regular rate of pay.

Employees (except in household occupations) who report a second time for work when required in any one day and are furnished less than two hours of work on the second reporting shall be paid for two hours at the regular rate of pay. Provisions are inapplicable when: operations cannot commence or continue due to threats to employees or property, or when recommended by civil authorities; public utilities fail to provide the elements necessary to commence or continue operations, or the interruption of work is caused by an Act of God or other cause not within employer's control. These pay requirements also are inapplicable to employee on stand-by pay status who is called to perform assigned work outside of scheduled reporting time.

Split Shifts: One hour's pay at minimum wage shall be paid in addition to minimum wage for that workday, except when the employee resides at place of employment. Motion Picture Industry: Extras not notified at time of call of a requirement to do night, wet, or dangerous work may refuse work and shall be paid for all time consumed. Extras must be compensated for damage to personal property if damaged through nature of work.

Extras required to report for custom fittings shall be paid a full day's agreed wage if they are not given the employment for which the costume was fitted. Extras shall be paid applicable minimum wage for interview or audition time that lasts longer than one and one-half hours. Texas Employers Covered — All employers except the federal government and the state of Texas and its political subdivisions.

Call-In, Waiting, Working Time — Resident on-call employees are to be paid only for hours actually worked. http://www.vtzlawblog.com/2008/07/articles/wage-and-hour-issues/reporting-time-or-show-up-pay/ Posted on July 8, 2008 by Brian Van Vleck * Email This * Print * Comments * TrackbacksReporting time pay is a form of “premium” pay that, like overtime or missed meal period compensation, is intended to discourage work scheduling practices that are deemed to create a special burden on employees. Reporting time pay, also called “Show-Up Pay,” is intended to discourage employers with variable work demands from deliberately over-staffing their operations and then sending home any “excess” workers without pay.

Think of it as the workforce equivalent of the much-despised airline practice of over-booking their flights and then “bumping” passengers to another flight if there is no room on the plane. The difference is that instead of a coupon for his next flight to Cleveland, the “bumped” employee must be paid between two and four hours of pay at his regular hourly rate. Reporting time pay is actually one of the most overlooked requirements of California wage and hour law.

One reason is that it is has never been codified in a Labor Code section. Rather, it is solely a regulatory creation of the Industrial Welfare Commission (“IWC”), which is contained only in the IWC Wage Orders that govern various industries in California. The Reporting Time requirement is set forth in Section 5 of every Wage Order, each of which provides:Read more at:http://www.laborlawtalk.com/showthread.php?t=658http://www.vtzlawblog.com/2008/07/articles/wage-and-hour-issues/reporting-time-or-show-up-pay/http://answers.yahoo.

Com/question/index? Qid=20090131171550AA0fMWA Sources: http://www.laborlawtalk.com/showthread.php?t=658 .

SUMMARY OF TEXAS MINIMUM WAGE ACT The kinds of payments subject to the Texas Payday Law include compensation for services rendered regardless of how they are computed, commissions and bonuses according to the agreement between the parties, and certain fringe benefits due under a written agreement with or policy of the employer. Expense reimbursements, gratuities, gifts and the like are not considered wages and are not covered by the Texas Payday Law. Unless an employee agrees in writing to accept part or all of his/her wages in kind, or in another form, wages must be paid in United States currency, a written instrument negotiable on demand at full face value for United States currency, or by electronic transfer of funds.

Wages must be delivered to the employee at her/his regular place of work during working hours, mailed by registered mail to be received by the employee not later than payday, by any reasonable means, or to any person authorized in writing by the employee. Deductions from WagesOne of the most troublesome aspects of determining what wages are due and unpaid is the question raised by deductions from wages made by the employer. The employer may not make deductions unless ordered to do so by a court of competent jurisdiction (as in court-ordered child support payments); authorized to do so by state or federal law (as in IRS withholding); or authorized in writing by the employee, and then only for a lawful purpose.

The latter category is the one that causes many problems. Authorizations that are too general or too broad may not be given effect. Deductions for out-of-pocket loans to an employee, even though there is an oral agreement to repay, or even to repay out of a particular wage payment, will not be allowed, unless the deduction is authorized in writing.

Employers must be careful to get a proper written authorization before making a payroll deduction. Sources: http://www.twc.state.tx.us/ui/lablaw/pdlsum.html .

1 You, as an employer, should know this! However, if the meeting is mandatory, you have to pay your employees ONLY for the time they are in the meeting. Two hour meeting =two hours pay.

There is no law that says you have to double the pay.

You, as an employer, should know this! However, if the meeting is mandatory, you have to pay your employees ONLY for the time they are in the meeting. Two hour meeting =two hours pay.

There is no law that says you have to double the pay.

2 I think TurboB is correct. The exception is overtime hours. I believe all hours over 40 per week must be paid at time and a half.

I think TurboB is correct. The exception is overtime hours. I believe all hours over 40 per week must be paid at time and a half.

MrItty replied to post #2: 3 That depends entirely on the job category - whether the employees are classified as exempt or non-exempt.

That depends entirely on the job category - whether the employees are classified as exempt or non-exempt.

" "In Texas, is the apartment manager required by law to repaint and shampoo the carpets after each tenant moves out?" "Is there a hourly law that states 'if you are required to show up for work for less then 4 hours - you get paid for 4 in.

In California do I get paid 4 hours for showing up for scheduled work and it was cancelled without notice.

Is there a hourly law that states 'if you are required to show up for work for less then 4 hours - you get paid for 4 in.

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