The Texas Payday Law is blunt about deductions: without a court order, legal authorization, or the employee's written authorization for a lawful purpose, the deduction shouldn't happen. Most employers find this out after payroll has already withheld for a lost laptop or an old overpayment — when the deduction is the subject of a wage claim.
This pack puts the paperwork in place first. It includes a general written authorization with compliant consent language, an equipment issue record that makes property deductions provable, and dedicated agreements for overpayment recovery and wage advances — plus the limit checks (minimum wage floor, overtime protection, approval authority) that keep a lawful deduction lawful.
Who should use this form pack
- Texas employers issuing laptops, tools, uniforms, or fleet equipment
- Payroll teams asked to recover overpayments or advances
- Small businesses that have been handling repayment 'on a handshake'
- HR teams standardizing deduction practice across supervisors
What it helps prevent
- Wage claim exposure from deductions taken without written authorization
- Deductions that drop a nonexempt employee below minimum wage
- He-said-she-said disputes over verbal repayment agreements
- Final checks held hostage over unreturned property
- Inconsistent deduction practices across supervisors and departments
What’s inside
- Step 1 — Identify the Deduction Type
- Form A — General Wage Deduction Authorization
- Form A — Authorization Language
- Form B — Equipment / Property Issue Record
- Form C — Overpayment Recovery Agreement
- Form D — Wage Advance Repayment Agreement
- Limits and Approval Record
Before you process payroll, terminate, classify, deduct, or respond to a claim, get the decision reviewed.
Faulkner HR Solutions helps Texas employers, nonprofits, municipalities, and growing businesses fix the people systems behind recurring workplace problems. If this resource raised a risk flag, do not guess your way through the next step.