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Some States (such as California) have wage and hour laws requiring the payment of "double" time for certain hours (such as work on Sundays). Neither the FLSA nor Texas law has any requirement for double time pay. In lawsuits under the FLSA, an employee may, however, assert a claim for so-called "liquidated damages," which typically amount to a doubling of the unpaid overtime that is due to the employee. Additionally, an employer and employee (or the employee's representative, such as a union) may have a "contract" requiring that double time is paid for certain work hours.

With the exception of its child labor law provisions (i.e., for workers under 18 years of age), the FLSA does not regulate an employee's work schedule/shifts. Thus, an employer may change an employee's schedule/shifts without advance consent or notice. An employee's "set" schedule may, however, be the subject of a prior and enforceable "contract" between the employer and employee or the employee's representative (such as a union).

Neither the FLSA nor Texas law requires that employers provide employees with any vacation benefits. However, if an employer decides that it will provide paid vacation days, it must comply with any applicable state laws governing payment of accrued but unused vacation upon separation of employment. In Texas, an employer may lawfully establish a policy or enter into a contract completely disqualifying employees from payment for any accrued vacation upon separation of employment, or disqualifying such payout unless certain specified conditions are met (such as an employee providing two weeks' notice or being employed through a specific date of the year). Furthermore, in Texas, an employer must pay out an employee's bank of accrued but unused vacation upon separation of employment if an employment contract or the employer's policy or established practice requires it.