Has anyone else been shorted or cheated after being layed off from NOV for corporate restructuring and market downsizing? I was released over two months ago due to market downsize and corporate restructure, with the normal non disclosure, "dont talk about your benifets or lack of". What they dont mention is due to your laptop being taken away at your surprise meeting that day, you dont have time to file your final Worksite Bonus and Per Diem. So instead of paying what is due owed to you whilst working in foreign country, NOV constantly comes up with excuses, "its in the bank", "oh its not ? It was our mistake, we are waiting for authorization", or " we have verify in fact you were onsite during this time". Its seems that even NOV HR was notified at least two weeks before termination papers where signed, there was not any effort made to collect the information necessary to pay all the dues and entitlements owed. Does anyone else feel that NOV is blatenly violating Texas Payday Law, Title 2, Chapter 61, Texas Labor Code, Article 3 and or Article 4. I have contact the Texas Attorney General Office and wish to know if anyone else is being treated similiar. I have been in contact with a few that were layed off approximately the same time as me, and I am not an isolated case.
Ref:
http://www.statutes.legis.state.tx.us/Docs/LA/htm/LA.61.htm
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Your employer must pay you at least once a month if you are not subject to the overtime provisions of the Fair Labor Standards Act. All others must be paid at least semimonthly.
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If you are absent on payday, you are entitled to be paid at your request on a regular business day.
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If you leave your work for a reason other than by discharge, you must be paid in full not later than the next regularly scheduled payday.
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If discharged, you must be paid in full not later than the sixth day after termination.
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Bonuses or wages paid on a commission basis are due in a timely manner, according to the terms of agreement entered into between employee and employer.
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You may be entitled to unpaid wages for unused “fringe benefits” (vacation, holiday, sick leave, parental leave, or severance pay), only if your employer provides for these benefits in a written policy or agreement.
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Your wages may be withheld only if the employer: a. Is ordered to do so by a court; b. Is authorized by state or federal law (e.g. payroll taxes); or c. Has your written authorization to make the deductions.