Arlington Texas Employment Lawyers Near Me: Rights Guide

13 min read

Introduction: Why Arlington Employees Need a Local Guide to Texas Employment Law

Whether you work for one of the aerospace giants along Interstate 30, a fast-growing tech start-up near the University of Texas at Arlington, or a small family-owned restaurant on Division Street, knowing your workplace rights in Arlington, Texas is crucial. The Dallas–Fort Worth–Arlington metroplex boasts one of the fastest-expanding labor markets in the United States, but rapid growth often brings increased reports of wrongful termination, unpaid wages, discrimination, retaliation, and workplace harassment. In 2023 alone, the Texas Workforce Commission (TWC) fielded more than 14,000 wage claims, while the Equal Employment Opportunity Commission (EEOC) received over 9,500 discrimination charges from Texans. Those numbers represent real people—servers who never saw their overtime, engineers laid off after reporting safety violations, and office administrators passed over for promotion because of pregnancy.

This comprehensive guide is designed for Arlington employees who want to protect their livelihoods. It explains how Texas employment law interacts with powerful federal statutes, outlines strict filing deadlines, and gives you a practical, step-by-step action plan. We lean slightly toward the employee perspective, but everything here is rooted in verifiable law—no speculation, no scare tactics, just facts and proven strategies.

Key Takeaways:

• Texas is an at-will state, but exceptions exist for discrimination, retaliation, and contract violations.

• Most wage claims must be filed with the TWC within 180 days; discrimination claims usually require an EEOC/TWC complaint within 300 days.

• Documenting evidence early—emails, pay stubs, witness statements—dramatically increases your leverage.

• Free or low-cost help is available through the Texas Workforce Commission, EEOC, and local legal-aid clinics.

• If your case involves substantial lost wages or emotional distress, consulting an experienced employment lawyer, like Louis Law Group, can make the difference between a denied claim and a fair settlement.

Understanding Your Employment Rights in Texas

At-Will Employment—With Important Exceptions

Texas follows the at-will doctrine, meaning an employer can terminate an employee for any lawful reason—or no reason—without advance notice. However, the doctrine does not allow firing for an illegal reason. Illegal reasons include discrimination based on a protected class, retaliation for protected activity, refusing to commit an illegal act, or violations of an employment contract or collective bargaining agreement.

Protected Classes Under Federal and State Law

Both Title VII of the Civil Rights Act and Chapter 21 of the Texas Labor Code prohibit discrimination based on:

• Race, color, or national origin

• Sex (including pregnancy, sexual orientation, and gender identity)

• Religion

• Disability

• Age (40+)

• Genetic information

Texas extends these protections to employers with 15 or more employees (age claims require 20). Smaller Arlington businesses may still face liability under certain federal statutes if they receive federal funding or meet other thresholds.

Wage and Hour Rights

The Fair Labor Standards Act (FLSA) sets federal minimum wage and overtime rules, but Texas employees often rely on state-level processes to enforce them. Key points:

• Minimum wage: $7.25/hour (same as federal).

• Overtime: 1.5× regular rate for hours over 40 in a workweek, unless you are truly exempt (executive, administrative, professional, outside sales, or certain computer professionals).

• Tipped employees: Employers may pay $2.13/hour if tips bring earnings to at least $7.25; otherwise, the employer must make up the difference.

• Child labor: Limits on hours and hazardous duties for minors under 18.

The Texas Workforce Commission handles wage claims under Chapter 61 of the Labor Code, often deferring to FLSA standards but providing a faster administrative remedy.

Common Employment Disputes Arlington Workers Face

1. Wrongful Termination

Because Texas is an at-will state, “wrongful termination” typically means firing that violates a specific law or an expressed agreement. Examples include terminating an employee for:

• Filing a workers’ compensation claim (Tex. Lab. Code § 451.001)

• Reporting safety issues to OSHA

• Taking qualified leave under the Family and Medical Leave Act (FMLA)

• Refusing to commit illegal acts (the Sabine Pilot exception)

2. Retaliation for Whistleblowing

Texas and federal statutes protect employees who report discrimination, safety violations, fraud against the government, or wage theft. Retaliation claims can sometimes lead to double damages and attorney’s fees.

3. Unpaid Wages & Overtime Violations

Examples include misclassifying hourly employees as salaried exempt, off-the-clock work, tip pooling abuses, and failure to pay final wages within six days of termination for wage workers. The TWC can order up to triple the amount owed plus interest if the employer’s conduct was willful.

4. Workplace Discrimination & Harassment

Discrimination can be subtle (unequal pay, biased schedules) or blatant (racial slurs, sexual harassment). Arlington’s diverse workforce—29% Hispanic or Latino, 23% African American, 7% Asian—makes education on bias critical. To prevail, employees must usually show: (1) membership in a protected class, (2) adverse employment action, and (3) a nexus between the two.

Texas Legal Protections, Agencies & Filing Deadlines

Texas Workforce Commission (TWC)

The TWC Civil Rights Division has a work-sharing agreement with the EEOC, meaning a properly filed discrimination charge with one agency is automatically cross-filed with the other. Key deadlines:

• Wage claims: 180 days from the date wages were due.

• Discrimination or retaliation charges: 300 days (for employers with 15+ workers).

• Workers’ compensation retaliation: 2 years from termination.

File online, by mail, or in person at the TWC office in Fort Worth (approx. 12 miles from downtown Arlington).

Equal Employment Opportunity Commission (EEOC)

The Dallas District Office covers Arlington. Schedule an intake appointment within 300 days of the discriminatory act. Once the EEOC issues a right-to-sue letter, you have 90 days to file suit in federal court.

Contact info: EEOC Dallas District Office

Texas Labor Code Highlights

• Chapter 21: Discrimination/harassment protections.

• Chapter 61: Wage payment and collections.

• Chapter 451: Workers’ comp retaliation.

• Chapter 52: Jury service and firearms protections.

Statute of Limitations for Court Actions

• Breach of contract: 4 years (Tex. Civ. Prac. & Rem. § 16.051).

• FLSA wage claims: 2 years (3 if willful) after the violation.

• Title VII & ADA: 90 days after right-to-sue letter.

• Age Discrimination in Employment Act (ADEA): Same 90-day rule.

Step-by-Step Action Plan After an Employment Dispute

Stay Calm & Preserve Evidence

- Forward relevant emails to a personal account.

- Take screenshots of discriminatory messages.

- Save pay stubs, timecards, and schedules.

• Document the Timeline Create a chronological log: date, description, witnesses, and documents. This will be invaluable to the TWC, EEOC, or your attorney.

• Report Internally (If Safe) Follow your company’s handbook for lodging grievances. Failure to use available internal remedies can sometimes limit damages.

File Administrative Charges Promptly

- **Wage claim:** Use the TWC online portal—typically resolved within 6 months.

- **Discrimination:** File with TWC Civil Rights Division or EEOC Dallas.

• Consult an Employment Lawyer Complex cases—especially those involving high earnings, mental anguish, or systemic discrimination—benefit from legal counsel. Louis Law Group offers free consultations in Arlington.

• Consider Mediation or Settlement The EEOC’s mediation program resolves about 30% of Texas cases within 35 days—often faster and cheaper than litigation.

• Litigate if Necessary When employers refuse fair settlement, filing suit in Tarrant County District Court or the U.S. District Court for the Northern District of Texas may be the only option. Remember the 90-day federal statute.

When to Seek Legal Help in Texas

While many wage claims settle administratively, the following red flags suggest it is time to call an attorney:

• You lost your job after reporting illegal activity.

• You have significant unpaid overtime (40+ hours).

• You are suffering severe emotional distress or reputational harm.

• Your employer is a large corporation with in-house counsel.

• You have already missed an administrative deadline.

Texas attorneys must be licensed by the State Bar of Texas and, for federal cases, admitted to the Northern District of Texas. Louis Law Group meets these requirements and maintains offices serving Tarrant County. Early legal intervention can:

• Stop ongoing retaliation.

• Negotiate severance with non-disparagement clauses.

• Secure back pay, front pay, and compensatory damages.

• Recover attorney’s fees and litigation costs.

If you believe your workplace rights have been violated, call Louis Law Group at 833-657-4812 for a free case evaluation.

Local Resources & Next Steps for Arlington Workers

Texas Workforce Commission: Official TWC Website

• EEOC Dallas District Office: Intake line (214) 253-2700; online scheduling available.

U.S. Department of Labor – Wage & Hour Division: File an FLSA complaint Tarrant County Bar Association Pro Bono Program: Low-cost legal aid

• UT-Arlington Career Development Center: Offers workshops on employment contracts and intern rights.

Your Next Steps:

• Review your employee handbook and gather documentation.

• Mark your calendar for critical filing deadlines.

• Contact the appropriate agency (TWC, EEOC, or DOL).

• Schedule a free consultation with Louis Law Group.

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Disclaimer

This guide is for informational purposes only and does not create an attorney-client relationship. Employment laws change, and individual facts matter. Always consult a qualified attorney for advice specific to your situation.