by Stephanie Baxmann | Jul 2, 2024 | HR Administration, Payroll, Texas, Uncategorized
Businesses nationwide are turning to the independent workforce to weather uncertain economic times and waves of layoffs. Small businesses frequently rely on freelancers and gig workers when they need extra help for a project or busy time of year.
However, just because a worker is temporary or agrees to be paid as an independent contractor doesn’t make them one under federal and Texas laws. Here’s what you need to know about Texas employment law regarding worker classification and how worker classification is defined in Texas.
How Does Texas Employment Law Define an Independent Contractor?
In Texas, the distinction between an employee and an independent contractor is based on the 20-factor test used by the IRS to determine if the work is independent or dependent on personal services. Worker classification is done on a case-by-case basis, with not all factors given equal weight or consideration. These are the factors Texas labor law examines:
Instructions
Employees are given specific instructions on when, where, and how to work. Independent contractors can receive some guidance and examples, but they have the freedom to choose how, when, and where they want to do the job.
Training
Not all workplaces offer training, but employees are typically trained by an owner, manager, or more senior employee. There may also be required training sessions or coursework. Independent contractors have their own licensing, education, and credentials and generally don’t receive training beyond onboarding new programs.
Integration and Reliance
Organizations rely on their employees for successful operations. Independent contractors are usually brought in on a project basis or work separately from the client’s overall operations.
Services Rendered Personally
Independent contractors are able to farm out their gigs to other subcontractors or individuals. Even senior employees cannot delegate work they must personally perform to another employee.
Supervision and Help
Employees in management capacities may take on additional help, such as seasonal and temporary employees, interns, and new hires, but the employer pays these helpers. Independent contractors who need additional help are responsible for their results and for paying for their time.
Continuous Relationship
Permanent employees are expected to remain with the same employer for some time. Independent contractors usually work on a project basis or have a defined start and end date. While they may work with regular recurring clients, the relationship is never assumed to be in perpetuity like an employee-employer relationship.
Set Work Hours
Employees work at their employer’s discretion. They are told which days and hours they must work. Independent contractors have complete autonomy over the timeframes in which they work, deadlines notwithstanding.
Reliance on the Employer or Client
Employees are generally devoted to one employer, with the employer having the right to prioritize the employee’s time. Independent contractors virtually never devote themselves exclusively to one firm.
Location
Employers can dictate if employees can work at home or must report to the office or other job sites. While this depends on the nature of the work, independent contractors can work wherever they want. They also generally supply their own fixed base, such as a home or rented office, while employees rely on their employer to set this for them.
Sequential Order
Employees must perform tasks according to the employer’s instructions, demonstrating the employer’s control over them. Independent contractors focus solely on the results and submit them to the client on time. They decide on orders or sequences for how they work.
Reporting Requirements
Employees may be required to submit oral or written reports to their employers regarding their workloads, projects, and organizational objectives. Independent contractors may voluntarily provide these reports for large projects, but they are usually not mandated to submit such reports.
Payment
Employees are typically compensated at specific intervals, such as weekly payment for hourly wages or biweekly for a salary. Independent contractors are remunerated based on an agreed-upon project rate and invoice for their hourly work.
Business and Travel Expenses
Employee business and travel expenses are usually covered by the employer through company funds and credit cards or reimbursement of personal funds. Independent contractors generally pay for all of these expenses out of pocket.
Tools and Equipment
Employees are typically provided with the tools and equipment needed to do their jobs. While it isn’t out of the ordinary for employees to have their own hand tools, they usually are not buying large pieces of equipment.
Independent contractors, however, pay for their own tools and invest more significantly in their equipment than laptops and basic hand tools.
Investment
Even if an employee has some equity in their employer’s company, they are economically reliant on it otherwise. They usually don’t own the means of production. Independent contractors are substantially invested in their independent business and want to ensure it is profitable.
Profit or Loss
Employees are paid for their services regardless of how well the company is doing. Independent contractors realize a profit or loss based on their revenues and expenses.
Working for More than One Client or Employer
While second jobs and the “over employment” trend have gained popularity in the 2020s, most permanent full-time employees only work for one employer. Independent contractors are expected to do the opposite and never rely solely on one firm for revenue.
Public Availability
Generally, an employee’s service is between them and their employer. Their services are not made available to the public. Independent contractors make their availability known to the public in some way, be it through business cards, dedicated websites, social media presence, business licenses, and other types of promotion.
Ability to Quit
Texas is an at-will state, so employers can terminate an employee whenever they want without providing a reason. In turn, employees can quit at any time without being held liable to the employer.
Independent contractors may be held liable, even if the client doesn’t enforce it. They may be in breach of contract if they terminate the job before fulfilling their contractual obligations or must compensate the client if it takes them a long time to find a suitable replacement contractor.
Consequences for Improper Worker Classification
As the nature of work in the 21st century continues to evolve, many confusing labor compliance matters arise. Just because a worker works from home or has a flexible arrangement doesn’t necessarily mean they’re an independent contractor by default.
Employers don’t have to pay payroll taxes or contribute to the Texas unemployment fund when a worker is an independent contractor. Subsequently, the TWC fines employers for each instance of misclassification. The severity of the fine depends on whether it was willful or not, and the extent of the unpaid taxes owed. If your Texas organization has government contracts, there is an additional $200 per misclassified employee.
Additionally, there may be consequences at the federal level for not paying into the federal unemployment fund and insufficient employer FICA contributions. This is also based on whether the misclassification was willful or an honest mistake.
Ensure Compliance with Affiliated HR & Payroll
Worker classification is a complicated compliance area that is constantly changing due to tax and labor law shifts. Affiliated HR & Payroll’s compliance experts can help you stay compliant with TWC and IRS regulations regarding the correct classification of workers. Ensure your business stays compliant with Texas laws. Contact Affiliated HR & Payroll today for expert guidance on worker classification and other HR services.
by CJ Maurer | Jun 25, 2024 | Benefits & Compensation, Texas
With a population exceeding 29 million people, Texas is not only one of the largest economies in the world but also one of the largest US states. It is a diverse state, home to hundreds of ethnic groups with varying religions, races, genders, and age groups.
Multicultural workplaces are critical to long-term success in the 2020s and beyond. Key industries in Texas, such as Oil & Gas, tech, and healthcare, are more fortuitous when there is strong diversity and inclusion in the workplace to best serve a wide variety of clients and users.
Is your organization measuring up? According to Pew Research, 56% of workers believe that increasing diversity, equity, and inclusion (DEI) measures in the workplace is beneficial. Women and racial minorities, in particular, express strong interest in employers with clear DEI policies and resources. Employers looking to attract Gen Z talent should consider inclusive benefits and DEI programs as a worthwhile investment, as 68% of Gen Z and younger Millennial workers feel that more workplaces need to focus on DEI.
What Makes a Workplace Diverse?
Diversity isn’t just the optics of different races, genders, and religions. Diversity also encompasses differences in the following categories and more:
- Age
- Disability
- National Origin
- Family Status
- LGBTQIA+
- Body Diversity
The “equity” aspect of DEI entails learning how people who are different from us navigate the same worlds, both in and out of the workspace.
Some of your day-to-day experiences may seem normal until an interaction with a co-worker, customer, or manager is drastically different due to unconscious biases. For example, women in the workplace are often expected to take on tasks like making coffee and planning birthday parties, even if these tasks are unrelated to their job descriptions.
While Texas is an at-will state, and job descriptions can be altered at any time, this is an example of unconscious bias and social expectations at work.
Diversity and inclusion in the workplace involve having employees listen to their co-workers in underrepresented groups, receive training in unlearning biases, and determine how to create a more equal playing field. The inclusion aspect takes actionable measures to address the inequities that dominant groups don’t notice.
Traditional Employee Benefits Lack Inclusivity
Like other areas of life, employee benefit management can be influenced by biases. Multicultural workplaces require the same fundamental benefits that most employers provide, such as health insurance and a retirement plan. Employers with comprehensive benefits packages may also offer additional perks such as whole life insurance, disability insurance, paid parental leave, and family bereavement leave.
While these benefits are valuable and attractive, a majority of them are geared toward heterosexual married couples with children who all live in the same household.
Traditional employee benefits often do not take into consideration the needs of single individuals, LGBTQIA+ employees, those living in multigenerational households, or individuals with disabilities. Participation in benefit programs is driven by both needs and wants, as well as the ability to participate.
For example, employees who experience the loss of a life partner and need time off to grieve may not qualify for traditional bereavement leave policies if the deceased is not their spouse or immediate family. Similarly, employees without children may not be interested in life insurance but still want to establish a safety net.
Family status aside, benefits like paid holidays can be culturally insensitive if not well thought out. Employees who don’t observe a religious holiday may prefer to have paid time off if they have a religious observance that falls on a different date.
Cultural and language barriers, poor work-life balance, obligations at home, and physical and mental limitations can also prevent employees from participating in benefit programs, even if they’re totally free at the point of use.
Flexibility is Key to Building Diverse Teams
The key feature of inclusive employee benefits is that they need to be flexible and personalized, demonstrating trust in employees to choose what is best for their needs. Benefit programs also need to be sensitive to a wider range of needs.
Not all benefits are equitable, as some are simply designed to better serve some demographics over others. For example, health and wellness benefits tend to favor employees who don’t experience racial, weight, and gender bias and who have the free time to participate. Employees with health needs that their insurance and flex spending plans can’t meet also need to spend more of their disposable income on these expenses.
Offering more flexibility with spending accounts, paid time off, remote work, and prioritizing results over hours clocked attracts a wider range of employees from all kinds of demographics. Their perspectives and lived experiences will inform how products are built, and end users are served, creating a mutually beneficial relationship that leads to more long-term growth.
Flexibility is the cornerstone of inclusive employee benefits. They give employees more resources to improve their lives, regardless of their background, household composition, and personal lives. Contact Affiliated HR & Payroll Services today to learn how we can help you develop and manage inclusive benefit programs tailored to your diverse workforce in Texas.
by Stephanie Baxmann | Jun 11, 2024 | Payroll, Regulatory Compliance, Texas
The minimum wage in Texas is tied directly to the federal minimum wage. To comply with Texas labor laws, all businesses must pay employees at least the minimum hourly wage, with limited exceptions. Adequate compensation for your workers leads directly to the success of your business and increased employee satisfaction.
This guide covers the Texas minimum wage requirements, some special considerations, and some best practices your business can follow.
Texas Minimum Wage Laws
The Texas minimum wage is currently $7.25 an hour, which applies to every county and almost every municipality in Texas.
- Austin: The City of Austin raised its minimum wage to $20.80 per hour in October 2023.
- Houston: Houston plans to raise its minimum to $15 an hour by 2025 but is currently still in line with the state’s $7.25 an hour.
Other than these exceptions, the $7.25 an hour minimum wage is universal across the rest of Texas. The last time the minimum wage changed in Texas was in 2009, when it increased from $6.55 to $7.25 an hour.
Federal vs. State Minimum Wage
The Texas minimum wage is tied directly to the federal minimum wage, which is currently $7.25 an hour. The federal minimum wage is not tethered to inflation, so both have remained static for quite a few years. This consistency simplifies things for employers, who don’t have to navigate differences between state and federal minimum wages.
Employees who work longer than 40 hours per week are entitled to time and a half wages, or 1.5 times their usual hourly rate. For minimum wage employees, this translates to $10.88 per hour.
Compliance Requirements for Businesses
Certain exceptions to the Texas minimum wage requirements exist, which we list below in ‘Special Considerations.’ Other than in those situations, however, all employers must comply with Texas labor laws by paying minimum wage (or higher) to their non-exempt employees.
The Texas Workforce Commission enforces minimum wage laws in the Lone Star State. If a worker believes they are being paid less than minimum wage, they can file a complaint with the commission. A thorough investigation of the business is then conducted. Therefore, record-keeping for employees is crucial. Non-compliance can result in back wages and legal action.
Special Considerations
Certain categories of workers, such as certain types of volunteers, learners, and individuals with disabilities, are not subject to the minimum wage requirements in Texas:
- Youth Workers: Under 20 can be paid a training wage of $4.25 an hour for the first 90 days of employment.
- Student Workers: High school and college students working part-time (20 hours or less per week) can be paid $6.16 per hour.
- Tipped Employees: The base wage is $2.13 an hour, with the requirement that the combined hourly wage plus tips must total at least $7.25 an hour. Tips must be reported monthly and are taxable. Employers can claim a tip credit.
Best Practices for Employers
Implementing best practices can help you meet employer responsibilities for Texas minimum wage. No bills are currently pending in the Texas legislature to raise the state’s minimum wage, but changes could happen in the future. Employers should stay informed about wage and labor laws.
- Effective Payroll Systems: Ensure accurate and timely wage payments, employee classification, and compliance with state regulations.
- HR and Payroll Training: Keep staff updated on compliance requirements with training materials and detailed guides.
Wage Compliance in Texas with Affiliated HR & Payroll
With the right software and training, your HR and payroll staff can keep your business compliant with Texas labor laws. Contact Affiliated HR & Payroll Services for expert guidance on managing minimum wage compliance and other payroll requirements in Texas!
by Stephanie Baxmann | Jun 4, 2024 | Payroll, Texas
As one of the world’s largest economies and the second-largest in the United States, Texas is an appealing location for starting or expanding a business. However, it’s crucial to meet Texas payroll tax obligations by understanding both federal laws and how Texas Workforce Commission (TWC) unemployment taxes work. Efficiently managing these state-specific payroll tax issues ensures smooth operations. Here’s what you need to know about Texas payroll tax obligations.
Understanding Texas Payroll Taxes
Texas residents need federal income taxes withheld from their paychecks, as required of most American employees. The withholding rate is determined by the IRS Form W-4, based on the employee’s filing status, dependents, and other income sources.
However, Texas does not have a state income tax. There are also no municipal income taxes since the Texas state constitution explicitly prohibits taxes on personal income. This equates to higher take-home pay for most Texas employees and one less withholding item for Texas employers to be concerned with.
The primary employer payroll responsibilities are the Federal Insurance Contributions Act (FICA), which encompasses Social Security and Medicare, the Federal Unemployment Tax Act (FUTA), and the Texas Workforce Commission (TWC) Unemployment Tax, or SUTA.
FICA (Federal Insurance Contributions Act)
- Employer Contribution: 7.65% of each employee’s wages, with 6.2% for Social Security and 1.45% for Medicare.
- Earnings Cap: Social Security contributions cap at $168,600 for 2024. There is no cap on Medicare contributions.
FUTA (Federal Unemployment Tax Act)
- Employer Contribution: 6% on the first $7,000 of each employee’s wages annually.
- Potential Reduction: Texas employers may qualify for a reduced FUTA rate if they pay Texas unemployment taxes (TWC/SUTA) on time, lowering the net FUTA rate to 0.06%.
TWC/SUTA (Texas Workforce Commission/State Unemployment Tax Act)
- Employer Contribution: Based on the first $9,000 of an employee’s wages annually.
- Tax Rates: Vary depending on the employer’s status (new or existing), timeliness of payments, and chargebacks. The general tax rate for 2024 is 1.22%.
Texas Unemployment Tax
The Texas Unemployment Tax is comprised of several components:
- General Tax Rate (GTR): 1.22% for 2024.
- Replenishment Tax Rate (RTR): 0.15% for 2024.
- Obligation Assessment Rate (OA): 0% for 2024.
- Deficit Tax Rate (DTR): 0% for 2024.
- Employment and Training Investment Assessment (ETIA): 0.1%.
Combining all five components, the total unemployment tax rate for Texas employers in 2024 ranges from a minimum of 0.25% to a maximum of 6.25%.
State-Specific Deductions
Texas does not impose state-specific payroll taxes, such as mandatory contributions for disability insurance, which are required in some other states. However, employers must still manage federal deductions, including student loan garnishments, child support, tax levies, and other court-ordered payments. It is crucial for employers to ensure that these wage garnishments are correctly paid to the appropriate authorities to avoid penalties.
Employer Responsibilities and Best Practices
Employers must accurately report employee compensation and payroll taxes, including both mandatory and voluntary deductions. Key practices to ensure compliance include maintaining accurate reporting, which involves ensuring that all compensation and tax information is correctly reported to tax authorities.
Efficient record-keeping is also essential, and using cloud-based systems can provide secure, real-time updates, making it easier to manage changing tax rates and employee data. Additionally, staying compliant by filing early and paying on time helps avoid costly penalties and disruptions.
Outsourcing Payroll
Outsourcing payroll to professionals can provide additional support, allowing you to focus on growing your business. Payroll experts stay updated on tax changes, including state-specific issues, and offer tailored solutions for your business needs.
While Texas may have fewer payroll taxes and regulations than other states, staying on top of TWC rates and policy changes is crucial. By complying and paying early, you can save money and avoid disruptions. Contact Affiliated HR & Payroll Services for expert assistance with managing your payroll taxes and ensuring compliance with Texas regulations.
by Stephanie Baxmann | May 24, 2024 | HR Administration, Texas
Texas, with its massive and diverse economy, offers a wealth of opportunities for employers. The state is continually growing, attracting talent from all over. However, each industry in Texas has its own set of challenges. Whether you’re in oil and gas, technology, or healthcare, understanding these unique needs is key to effective HR management. Let’s dive into how tailored HR solutions can make a difference.
Challenges in Each Industry
Oil and Gas
The oil and gas industry is a cornerstone of the Texas economy, providing more than two million jobs. This sector offers high pay and job stability but comes with its own set of challenges. The industry plays a vital role in not only providing employment but also contributing significantly to the state’s overall economic growth.
- Safety Concerns: Safety is a major issue. Workers often operate in remote and hazardous conditions. Ensuring their safety requires strong safety programs and compliance with regulations. Noncompliance can lead to significant risks and liabilities. For example, a worker handling machinery alone in an oil field needs robust lone-worker safety solutions to ensure their well-being.
- High Turnover: Due to the demanding nature of the work, employees often leave quickly, making it hard to predict staffing needs. This high turnover rate means that HR must constantly be looking for qualified replacements, which can drain resources.
Tech
Texas has emerged as a significant tech hub, ranking second only to California. The city of Austin, in particular, has become a thriving tech hotspot, drawing in a substantial influx of thousands of tech workers due to its vibrant tech ecosystem and numerous job opportunities.
- Talent Acquisition: Although the talent pool is large, finding the right skills can be tough. The tech industry faces waves of layoffs and restructuring, which can lead to a mismatch between the skills employers need and what job seekers offer. This makes the recruitment process challenging as HR must sift through numerous candidates to find the right fit.
- Retention Issues: Keeping tech workers is challenging, especially with ongoing debates about remote work. Many workers are unsure about job security and may return to other states. Additionally, the fast-paced nature of the tech industry means that employees are always looking for the next best opportunity, making retention a constant challenge. Companies need to offer competitive salaries and a work environment that aligns with the expectations and lifestyles of tech professionals.
Healthcare
The healthcare industry plays a crucial role in Texas, with a wide array of insurance companies, academic institutions, and healthcare service providers contributing to the sector’s prominence and impact on the state’s economy and well-being.
- Staffing Shortages: There’s a significant shortage of healthcare workers, from nurses to support staff. This makes it hard to predict and meet staffing needs. Hospitals and clinics often struggle to maintain adequate staffing levels, leading to overworked employees and potential burnout.
- Regulatory Compliance: Healthcare workers must consistently be trained on regulations like HIPAA. Noncompliance can lead to serious liabilities. For instance, a single HIPAA violation can result in hefty fines and damage to the healthcare provider’s reputation. Ensuring all employees are up-to-date with compliance training is an ongoing challenge for HR departments.
Customized HR Solutions
Oil and Gas
For the oil and gas sector, HR solutions need to focus on safety and remote workforce management.
- Safety Programs: It is crucial to implement robust safety programs that track compliance for each employee. These programs should include regular safety drills, proper equipment maintenance, and clear communication channels for reporting hazards.
- Remote Management Tools: These tools help communicate and monitor activities across various job sites, ensuring worker safety and efficiency. For instance, GPS tracking and digital check-ins can ensure that lone workers are safe and accounted for throughout their shifts.
Tech
In the tech industry, attracting and retaining talent is key.
- Workplace Culture: Developing a workplace culture that aligns with tech workers’ expectations can help retain them longer. This includes promoting a flexible work environment, fostering innovation, and encouraging a healthy work-life balance.
- Innovative Recruitment: Using advanced recruitment processes ensures that the right skills are identified and hired and that their talents are further developed. Leveraging data analytics can help identify candidates who fit not only the technical requirements but also the company’s cultural fit.
Healthcare
For healthcare, the focus is on filling positions quickly and maintaining compliance.
- Staffing Solutions: Tailored HR solutions can help find workers for unfilled roles swiftly. This might include partnerships with nursing schools, offering signing bonuses, or utilizing temporary staffing agencies to fill immediate needs.
- Training and Compliance: Implementing effective training programs for compliance ensures that all workers are up-to-date with necessary regulations. Regular workshops and online training modules can keep staff informed about the latest healthcare laws and best practices.
- Efficient Scheduling: Improved scheduling systems can reduce worker burnout and miscommunications. Utilizing advanced scheduling software can help ensure that shifts are covered adequately without overburdening individual employees.
Benefits of Tailored HR Services
Implementing HR solutions tailored to specific industries can lead to increased efficiency, stronger compliance, and happier employees. Texas employers can overcome industry challenges by partnering with experts like Affiliated HR and Payroll. We help create a roadmap for a stronger workplace culture and retention strategy.
Discover how our tailored HR solutions can meet the unique needs of your industry. Contact us today to learn more and get started!
by Stephanie Baxmann | May 16, 2024 | Payroll, Texas
As the 10th largest economy in the world with a GDP exceeding $2 trillion, Texas is an exciting place to start a new business or expand operations. While the Lone Star State is often considered more business-friendly than states like California and New York, companies still must comply with Texas HR regulations. Here’s what you need to know about Texas payroll & HR compliance and how to avoid common legal pitfalls.
Key Provisions of Texas Payroll and HR Regulations
At-Will Employment
Texas is an at-will employment state, meaning that most employers can terminate an employee without providing advance notice or just cause. A few exceptions exist, such as an employee’s refusal to help an employer commit a crime. In Texas, employment laws give more leeway to employers than workers. For example, personnel policies, schedules, job descriptions, and pay can be changed at any time. Texas is also a right-to-work state, meaning that a worker’s union membership or lack thereof cannot be used against them in obtaining or retaining employment.
Minimum Wage in Texas
Texas follows the federal minimum wage rate of $7.25 per hour as of 2024. Some cities, like Austin, have set their own higher minimum wage rates, such as $20.80 per hour, effective since October 2023. Houston has committed to raising the minimum wage to $15 per hour by 2025, in line with the Raise the Wage Act of 2021. However, there are state-level exemptions from minimum wage laws:
- Tipped Employees: They have a federal base minimum wage of $2.13 per hour, with employers eligible for a $5.12 per hour tip credit to ensure they earn at least $7.25 per hour.
- Small Businesses: Employers with fewer than 25 employees can pay less than the federal minimum wage if they are not retail businesses with over $2 million in sales.
- Agricultural Employees: Those working on farms or in processing plants are exempt from Texas minimum wage laws.
- Domestic Service Workers: Nannies, housekeepers, and other household employees are exempt.
- Students and Trainees: Students enrolled in specific programs and trainees in official programs are exempt.
- Disabled Workers and Workers Under 16: They can also be paid below minimum wage under certain conditions.
Overtime Regulations
Overtime pay isn’t explicitly defined in Texas payroll compliance rules beyond the federal Fair Labor Standards Act (FLSA), which states that non-exempt employees must be paid 1.5 times their normal wage if they work more than 40 hours per week.
Worker Classification
The Texas Workforce Commission uses a 20-factor test similar to the IRS to classify workers. Employers must contribute to the Texas unemployment fund for employees but not for independent contractors. Misclassifying workers can result in fines of $200 per misclassified worker, especially if you have government contracts.
Common Compliance Challenges
Business Registration
Failing to properly register your business or import existing entity paperwork from other states is an oft-forgotten compliance issue when doing business in Texas. Not having your business registered can cause operations to halt and result in heavy fines.
Employees Owed Back Pay
While Texas is known for being business-friendly, with several carve-outs for minimum wage laws and fewer employee protection regulations compared to other large states, employees still have the right to sue employers for wrongfully applying for a sub-minimum wage exemption. Misclassified workers and workers subject to overtime rules under FLSA can take employers to court over violating these rules, and receive back pay owed plus applicable damages.
Safety Regulations
In Texas, there is a thriving and diverse economy with a wide range of sectors. While federal regulations under OSHA play a crucial role in ensuring worker safety standards, the state’s vast size and diverse environment can sometimes pose challenges for employers in maintaining consistent safety and environmental standards for their workers.
Actionable Compliance Strategies
- Conduct Regular Audits: Ensure your business complies with all applicable laws to minimize the risk of fines and legal action. Have safety checks performed by experts and ensure compliance with relevant environmental regulations for your region of Texas.
- Stay Up-to-Date with Legislative Changes: Legal changes often come with advance notice, but staying informed helps you prepare for compliance changes and mitigate associated costs and risks.
- Implement Robust Payroll Systems: Proper classification and accurate payment of employees are essential. Texas allows employers to change job duties, pay, and other aspects without notice, but accurate records must be maintained for tax purposes.
Expert Guidance and Solutions
Affiliated HR and Payroll can help you stay on top of Texas payroll compliance, whether you’re starting a new venture or expanding. Our software and consulting services ensure your business remains compliant with Texas payroll and HR regulations. Contact Affiliated HR and Payroll today for expert guidance and solutions.
