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    Texas Wage & Hour Compliance Issue Spotter

    1

    Expert issue-spotting for Texas and federal wage-and-hour compliance, payroll audits, and worker classification.

    $13.99

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    Texas Wage & Hour Compliance Issue Spotter

    Texas Wage & Hour Compliance Issue Spotter

    Example session with this skill installed

    We just fired a worker in Dallas and want to hold their final check until they return their laptop. They also have a signed 1099 agreement. Can we do this?

    • Read your context and instructions
    • Compiled the texas wage
    • Generated the document

    Texas Wage & Hour Compliance Issue Spotter Report

    1. Executive Summary

    Priority: HIGH. Texas Payday Law generally requires payment within 6 days of discharge. Holding wages for property return is a high-risk practice. 1099 status requires independent verification.

    2. Jurisdiction

    Work Location: Dallas, TX.
    Regime: Texas Payday Law (Chapter 61) applies to private employers.

    3. Issue Matrix

    IDIssuePriorityTrigger
    TX-16Final Pay TimingHIGHDischarge vs 6-day rule
    TX-01ClassificationMEDIUM1099 label vs TWC 20-factor test
    TX-14Wage DeductionsHIGHHolding check for property

    4. Analysis

    Texas Labor Code Chapter 61 requires full payment by the 6th day after discharge. A signed 1099 agreement does not establish independent contractor status under the TWC direction-and-control framework. Final wages cannot be withheld pending property return without specific, lawful authorization that meets both state and federal kickback rules.

    texas-wage-hour-compliance-issue-spotter.pdf

    PDF · document

    Generated

    Example file from a real run - the skill writes it into your workspace.

    Connects securely to your tools. The creator never sees your data.

    What you get

    Audit final pay deadlines to avoid Texas Workforce Commission wage claims.Verify worker classification using the TWC 20-factor direction-and-control test.Check payroll deduction authorizations for compliance with Texas Labor Code.Identify if Texas Chapter 62 or federal FLSA rules govern your pay stubs.

    About this skill

    The problem

    Managing payroll and worker classification in Texas is a high-stakes compliance maze. Developers and HR teams often struggle to determine whether federal FLSA rules or the Texas Payday Law takes precedence for specific employee groups, leading to costly litigation or administrative penalties.

    What it does

    • Identifies whether a worker falls under federal FLSA, Texas Payday Law (Chapter 61), or Texas Minimum Wage Act (Chapter 62) coverage gates.
    • Spots high-risk payroll patterns including improper overtime calculations, unauthorized wage deductions, and non-compliant final pay timing.
    • Analyzes worker classification using regime-specific tests rather than relying on 1099 labels or contract titles.
    • Evaluates compliance for tipped employees, child labor, and public-work prevailing wage requirements.
    • Generates prioritized reports that separate verified facts from allegations and identify missing documentation.

    Frameworks & tools

    U.S. Code, Code of Federal Regulations (eCFR), Texas Labor Code, Texas Administrative Code, and TWC official guidance.

    Why this beats prompting it yourself

    Generic prompts often hallucinate California-style rules into Texas scenarios or fail to run the critical coverage gates that make Chapter 62 inapplicable to FLSA-covered employees. This skill follows a rigorous jurisdiction-first protocol to ensure the correct legal regime is applied before any analysis begins.

    Use cases

    • Reviewing payroll system configurations for Texas-specific deduction and pay frequency rules.
    • Audit of final paycheck procedures after employee discharge versus resignation.
    • Vetting independent contractor arrangements against the TWC 20-factor direction and control test.
    • Verifying tipped employee tip-credit and pooling compliance under current Fifth Circuit standards.

    Known limitations

    Requires physical work location and employer type to function. Does not cover general ERISA benefits, workers compensation, or non-wage-related discrimination laws.

    How to install

    Works the same in every agent - Claude, Cursor, Codex, Copilot and 20+ more.

    ~30 seconds
    1. 1

      Download the ZIP

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    2. 2

      Unzip into your skills folder

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    3. 3

      Ask your agent to use it

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    Recently published to Agensi

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    Trust & safety

    Security scanned

    Verified clean 24 days ago

    • Passed all security checks, Safe to install

    Listed24 days ago
    Updated19 days ago

    Frequently Asked Questions