My question involves employment and labor law for the state of: TX

Prior to accepting the position, I was informed via email that I would have a 3 month trial period. The email reads "After the 3 month trial period, you will be a full time salaried employee" "Full time salaried employees are offered the following benefits: Health insurance, 401k, Paid Holidays," etc.

After my 3 month review, when becoming a full time salaried employee, I was delivered a piece of paper concerning benefits. This paper said that some of the benefits, INCLUDING paid holidays, would only kick in after 1 year (I had never heard of this). I was immediately uneasy at the misleading manor in which I was informed about benefits.

I received an email from our HR lady that outlined the Holiday schedule. It says that we are off on Thanksgiving, Christmas Day, and New Years Day. However, I just received a pay check that shows that I was not paid for Thanksgiving. I asked if this was an error, and was told that it was correct and due to our paid holiday policy not kicking in until one year. I pointed out the absurdity of this, but am being told that this is correct and how the policy is intended to operate.

Here is my main issue with this:

- If I work every day except those where we are listed as "off", and never take a PTO (which I don't have anyways), I still won't make my salary due to the holiday deductions. I pointed this out to my supervisor, and told him that my salary cannot be deducted for occasions of employer absence - such as a holiday. The response that I received was that our manufacturing facilities in China are not closed that day, and that if I wanted to, I could have come in to the office and worked. I tried to pin him down on this by asking "So we are expected to work on Thanksgiving, Christmas, and New Years Day?" His response was that "It is optional but available to you".

Here are my questions:

1) Is this legal? We don't get overtime, so are definitely salaried exempt. After one year, we have 5 paid holidays per year which are listed out. HR sent an email saying that we are off on Thanksgiving and Christmas. Yet, in spite of this, it is an implied expectation that in order to earn my quoted salary, I will have to work on those days.


2) Is it legal to give a salaried employee absolutely 0 days off for an entire year? As it stands now, assuming the implication in #1, I have 0 holidays, 0 vacation days, and 0 sick days until after one year of employment here. I know that the US doesn't have a whole bunch of mandates in this regard, but is there something that prevents this type of situation?


As it stands now, my supervisor is "looking in to everything" but won't be able to make changes immediately. I made him confirm that this means that no matter what they decide on this issue, I will not be receiving pay for Christmas or New years day.

Any input, advice, or knowledge that you can provide to me would be greatly appreciated. I am sorry things got a bit long-winded here, I just wanted to not leave anything out. Feel free to ask questions if you have them, and thanks in advance.