Required Notices and Other Information

Required Posters and Notifications

Annual Notification to Employees

Child Labor Laws - Texas

Drug and Alcohol Abuse Prevention Program (DAAPP)


EEO is the Law

Employee Polygraph Protection Act

Family and Medical Leave Act 

Federal Minimum Wage

Have you been injured on the job?

Notice Regarding Certain Work-Related
Communicable Diseases

Notice to Employees Concerning Workers' Compensation Insurance in Texas

  • Notice of Employees Concerning Workers' Compensation Insurance in Texas (English) 

Right to Work

State Auditor's Toll-Free Hotline

Texas Hazard Communications Act Notice to Employees

Texas Payday Law Notice

Title IX

USERRA (Veteran's Benefits Improvement Act of 2004)

Whistleblower Act

Required Notices and Other Information

Below is a listing of required documentation.  For more information about each service, please click the corresponding link:

Fair Labor Standards Act (FLSA)

The Fair Labor Standards Act (FLSA) establishes minimum wage, overtime pay, record keeping, and child labor standards affecting full-time and part-time workers in the private sector and in Federal, State, and Local governments.  Employees covered by FLSA are subject to an hourly wage and receipt of overtime, generally after 40 hours per week, unless the position meets specific exemption criteria.

The terms and provisions of the Fair Labor Standards Act (FLSA) provide the basis for exempt versus non-exempt status. The exempt or non-exempt status of each employee is determined by the position to which the employee has been hired, transferred or promoted. 

The Office of Human Resources is responsible for determining the correct FLSA status when the job is classified in a pay grade. Each manager must ensure that the employee performs job duties as described in the job description to ensure compliance with overtime provisions of the FLSA.

Requirements apply regardless of whether an employee is full-time or part-time, temporary or permanent. Failure to comply with the FLSA regulations puts the University at substantial legal risk.

The U.S. Department of Labor (DOL) recognizes four types of exemptions under the FLSA that most commonly apply at Texas A&M University-Texarkana. These exemptions are referred to as the “white collar” exemptions and are categorized as:

  • Executive Exemption
  • Administrative Exemption
  • Professional Exemption
  • Computer Exemption

Each exemption type has tests that must be met in order for a position to be exempt from the overtime requirements of FLSA. Each exemption can only be determined by an analysis of the duties themselves. Job titles do not determine exempt status. In order for an exemption to apply, an employee’s specific job duties and salary must meet all the requirements of the U.S. Department of Labor's regulations.

If you have questions regarding a position designation under FLSA, contact Human Resources at or (903) 223-3012.

Employee Rights Under the Fair Labor Standards Act (English)

Employee Rights Under the Fair Labor Standards Act (Spanish) 

State Service & Employment Verification

The Office of Human Resources & Payroll Services offers assistance with the processing of Prior State Service and Employment Verification requests.

State Service

State service credit is earned when you work for a State of Texas agency or a public institution of higher education in the state of Texas. State service affects your annual leave (vacation) accruals and eligibility for longevity pay. If you transferred to the university from another state agency with no break in service, your vacation and sick leave accruals may be transferred.

The university does not automatically receive information about your state service history, so it's very important to be sure your state service record is complete and correct.

What State Employment Qualifies for State Service?

If you have questions about what previous employment counts toward your state service credit, refer to the State of Texas Agencies List or the list of Public Universities in Texas.

Employment at an independent school district or community college in Texas does not qualify as state service credit for annual leave and longevity purposes, even though this employment often qualifies as creditable service with the Teacher Retirement System.

Requesting Prior State Service

All employees requesting Prior Service Verification must complete the Texas State Service Verification and Release of Information form.  Once the form is complete, the employee will submit it to the Office of Human Resources & Payroll Services.

After all information has been provided from other state agencies, the Payroll Services Coordinator will update state service in Workday and calculate any Benefit Replacement Pay (BRP) or back pay for longevity, if applicable.

Employment Verifications

Listed below are the various types of Employment Verifications handled by Human Resources & Payroll Services.  We are unable to accommodate verbal requests for employment verification.  Please send requests to

  • Verification of Employment (current, previous & student employees)
  • Prior State Service
  • Salary/Wage Verification
  • Public Service Loan Forgiveness (PSLF)

Contact Us:

Human Resources
Central Plant
Phone: (903) 223-3113