Texas Human Resources Management Statutes Inventory
The Texas Human Resources Management Statutes Inventory is provided by the State Auditor’s Office as a guide to assist state agencies and higher education institutions. The Inventory, first published in 1972 and updated every two years, is a compilation of major state and federal laws that apply to human resources management. This 25th edition supersedes all previous editions and reflects changes made in the 89th Legislative Session.
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This chapter addresses:
- Ethics Policy
- Nepotism
- Physical Fitness Programs and Standards
- Political Influence
- Publicity
- Employment Restrictions for Former Officers or Employees
- Unacceptable Solicitations and Benefits
- *New* Prohibitions and Reporting Requirements Related to Foreign Influence
- Use of Alcoholic Beverages
- Use of State Property
- Prohibition on the Use of Certain Social Media Applications and Services
- Additional Information
Employment discrimination laws make it illegal for employers to treat employees and applicants adversely based on race, color, sex, religion, national origin, disability, age, or genetic information. This chapter summarizes some major federal and state laws that are applicable to state agencies and higher education institutions.
- General Information
- Age Discrimination in Employment Act of 1967 (ADEA)
- Americans with Disabilities Act of 1990 (ADA) and the Americans with Disabilities Act Amendments Act of 2008
- Bona-Fide Occupational Qualification (BFOQ)
- Texas Labor Code, Chapter 21 and Title VII of the Civil Rights Act of 1964
- Equal Pay Act of 1963 (EPA)
- Federal Pregnancy Discrimination Act of 1978
- Genetic Information Nondiscrimination Act of 2008 (GINA)
- Genetic Testing Discrimination
- Lily Ledbetter Fair Pay Act of 2009
- Pregnant Workers Fairness Act (PWFA)
- Providing Urgent Maternal Protections for Nursing Mothers Act (PUMP Act) and Right to Express Breast Milk
- Protections in Reporting Violations of Law
- Public Employee Labor Unions
- Required Posters at the Workplace
- Additional Information
This chapter addresses:
- At-Will Employment
- Reference Checks
- Criminal History Checks
- Equal Employment Opportunity Commission (EEOC) Enforcement Guidance on the Consideration of Arrest and Conviction Records in Employment Decisions Under Title VII
- Employees Working Out of State
- Employment Preference for Former Foster Children
- Military Employment Preference
- Military Occupational Specialty Codes on Employment Openings
- Report on Transition from Military Service to Employment
- Identification Cards for Peace Officers
- Merit Selection Principles - Federal Laws or Regulations
- Multiple Employment with the State
- Posting Job Vacancies
- Probationary or Introductory Period
- Selective Service Registration
- Verification of Employment Eligibility
- Volunteer Programs
- Civilian Workforce Composition
- Workforce Analysis
- Recruitment Plans
- Additional Information
The Fair Labor Standards Act (FLSA) and the Family and Medical Leave Act (FMLA) are federal laws that establish workplace requirements that may apply to state agencies and higher education institutions.
State employees may be eligible for state compensatory time. State compensatory time is accrued on a “straight” time basis, or one hour for one hour worked.
State employees who must work on a designated national or state holiday will be allowed holiday compensatory time off during the 12-month period following the date of the holiday if the employee is entitled to a paid day off from working for a state agency on the holiday.
The Position Classification Plan, established by the Position Classification Act, requires most state agencies to comply with the salary schedules and compensation provisions of Article IX of the General Appropriations Act.
The State has a limited number of positions at state agencies that are exempt from the Position Classification Plan.
For salary administration purposes, there are two types of positions:
- Classified positions paid in accordance with the Classification Salary Schedules.
- Positions that are exempted from the Position Classification Plan by authority of the Legislature or the Governor. Salaries for these positions must be set in accordance with the General Appropriations Act.
This chapter addresses:
- General Information
- Conversion of Exempt Employees to Classified Positions
- Demotions
- Equity Adjustments
- Lateral Transfers
- Transfers Within an Agency Between Classified Positions With the Same Job Classification Title When the Employee Is Competitively Selected
- Reallocations
- Reclassifications
- Salary Reduction for Disciplinary Reasons
- Promotions
- Temporary Assignments
- Additional Information
Various statutes and policies determine pay for employees in state agencies and higher education institutions. This chapter provides an overview of these statutes but does not cover individual state agency or higher education institution policies and procedures related to employee compensation.
- Employee Compensation Overview
- Benefit Replacement Pay
- Hazardous Duty Pay
- Jury Service and Witness Fees
- Longevity Pay
- Merit Salary Increases and One-time Merit Payments
- Merit Increases at Higher Education Institutions
- Recruitment Bonuses
- Retention Bonuses
- Savings Incentive Program for State Agencies
- Salary Stipends for Employees in Classification Salary Schedule C
- Salary Stipends and Pay for Special Assignments
- Shift Differentials, Standby, or On-call Pay
- Additional Information
The Comptroller of Public Accounts, in consultation with the State Auditor, must adopt rules that prescribe uniform procedures for payroll and personnel reporting for all state agencies and that are designed to:
- Facilitate the auditing of payrolls.
- Facilitate a classification compliance audit for agencies covered by the State’s Position Classification Plan.
- Assure conformity with state statute and the General Appropriations Act.
- Provide the Legislative Audit Committee with current information on employment and wage rate practices in state government.
This chapter addresses:
The State Auditor’s Office is authorized to provide uniform interpretation of certain leave provisions in Texas Government Code, Chapter 661, and for reporting any exceptions made by individual agencies to the Office of the Governor and the Legislature. These interpretations are advisory in nature.
- Background on General Leave Provisions
- Employee Leave Policies
- Leave Records
- Leave Reporting
- Vacation Leave
- Sick Leave
- Extended Sick Leave
- Sick Leave Pool
- Family Leave Pool
- Donation of Sick Leave to Another Employee
- Paid Parental Leave (Texas Government Code, Section 661.9125)
- Parental Leave (Texas Government Code, Section 661.913)
- Leave Without Pay
- Payment of Accrued Leave of Deceased Employees
- Leave Policies and Provisions for Higher Education Institutions
- Education Service Centers and Leave
- Additional Information
In addition to the vacation and sick leave provisions, the State offers leave to employees for specific situations. This chapter covers various leave provisions that may be granted to state employees. Agencies and higher education institutions should review these provisions carefully to determine if employees are eligible to use these leave types.
- Background of Leave Provisions
- Administrative Leave for Outstanding Performance
- Amateur Radio Operator Leave
- Assistance Dog Training
- Blood Donation
- Bone Marrow and Organ Donation
- Court Appointed Special Advocate (CASA) Volunteers
- Emergency Leave
- Foster Parent Leave
- Injury Leave for Certain Peace Officers
- Leave During an Agency Investigation
- Medical and Mental Health Care Leave for Certain Veterans
- Mental Health Leave for Peace Officers and Telecommunicators
- Reserve Law Enforcement Officer Training Leave
- Sick Leave for Educational Activities
- Time Off to Vote
- Volunteer Firefighters, Emergency Medical Services Volunteers, and Search and Rescue Volunteers Training Leave
- Volunteers of Texas Voluntary Organizations Active in Disaster
- Additional Miscellaneous Leave Types Provided Under Texas Labor Code and Texas Government Code
- Additional Information
State agency employees are entitled to a paid day off from work on national, state, and optional holidays observed by the State.
Higher education institutions can establish their own holiday schedules, as long as the total number of holidays observed does not exceed the number of holidays observed by an employee of a state agency.
- Applicability of State Holiday Section
- Overview of Holidays for State Employees
- Fiscal Years 2026 and 2027 Holiday Schedules
- Optional Holidays
- Holidays and Employee Separations
- Holidays and Employee Transfers
- Holidays for Employees Working Non-Traditional Schedules
- Holidays for Higher Education Institutions
- Holiday Time Payment for Deceased Employees
- Additional Information
Both state and federal law provide employment and reemployment rights to individuals who are called to military service. These laws provide job and income protection, as well as a means for employees to secure time off when called to military service.
- Military Leave Overview
- Liaisons for Veterans, Military Members, and Their Dependents
- Uniformed Services Employment and Reemployment Rights Act (USERRA)
- Military Leave Entitlements and Eligibility
- Notice of Military Leave
- Military Pay Differentials
- Returning Service Members
- Military Employment Preferences
- Appealing Employment Decisions Under a Military Employment Preference
- Military Employment Preference Reporting Requirements
- Additional Information
The State of Texas provides a comprehensive benefits program for employees in state agencies and higher education institutions. Health insurance for most employees is available through the Employees Retirement System. Exceptions include employees of The University of Texas and Texas A&M University systems, which provide their own insurance programs for employees.
The State offers a defined benefit retirement plan as well as defined contribution retirement plans to employees. Employees are covered under a defined benefit plan (or traditional pension plan) through the Employees Retirement System (ERS), the Teacher Retirement System, or the Judicial Retirement System of Texas. Most state agency employees are covered through ERS.
This chapter addresses:
- Equal Employment Opportunity (EEO) Standards Training
- Equal Employment Opportunity (EEO) Compliance Training
- Coordinated Technology Training
- *New* State Information Technology Apprenticeship Credential Program
- Cybersecurity Training
- *New* Artificial Intelligence Training
- Training and Education Programs
- Training Policy Requirements
- Contract Management and Purchasing Training
- Training in Contract Negotiation for Purchase of Information Resources Technologies
- Additional Information
Unemployment insurance (UI) is an insurance program paid for by employers that provides benefits to qualified individuals (referred to as claimants within this chapter) who are unemployed through no fault of their own. This program provides temporary, partial income replacement to eligible individuals while they are seeking other employment. With few exceptions, state employees are covered by UI.
Workers’ compensation is a form of insurance that provides income benefits, medical treatment, and other benefits to workers who are injured on the job or acquire an occupational disease on the job.
The Department of Insurance, Division of Workers’ Compensation oversees the State’s workers’ compensation program. The Office of Injured Employee Counsel was established by the Legislature to represent the interests of workers’ compensation claimants in Texas.
This chapter addresses:
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Appendix 1 – Objective, Scope, and Methodology
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Appendix 2 – State Agency Responsibilities
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Appendix 3 – Entitlements for State Agency Employees
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Appendix 4 – Entitlements for Employees of Higher Education Institutions
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Appendix 5 – Pay Entitlements upon Separation from State Employment
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Appendix 6 – Transfer and Rehire Leave Reinstatement Entitlements
Jump to Appendix 6
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