Bedford, Texas Employment Law Guide for Workers

Introduction: Why Bedford Employees Need to Understand Texas Employment Law

Bedford, Texas sits in the busy corridor between Dallas and Fort Worth, minutes from Dallas–Fort Worth International Airport and surrounded by large employers such as Texas Health Resources, the Hurst-Euless-Bedford Independent School District (HEB ISD), and numerous logistics, aviation, and service industry companies. Whether you are a nurse at Texas Health Harris Methodist HEB, a ramp agent at the airport, or a teacher in the HEB ISD, your livelihood depends on fair wages, safe working conditions, and freedom from discrimination. This guide explains how Texas and federal employment laws apply to Bedford workers, how to recognize violations, and what steps you can take to protect your rights. While Texas is an at-will state, employees still enjoy robust protections under the Texas Labor Code, the Texas Commission on Human Rights Act (TCHRA), the Fair Labor Standards Act (FLSA), Title VII of the Civil Rights Act of 1964, and other statutes. The information below is strictly factual and drawn from authoritative sources so you can make informed decisions about your workplace situation.

Understanding Your Employment Rights in Texas

1. At-Will Employment—What It Really Means

Texas follows the at-will employment doctrine, meaning an employer may terminate an employee for any reason or no reason—unless the reason is illegal. Illegal reasons include discrimination based on a protected characteristic, retaliation for protected activity, refusal to perform an illegal act, or termination that violates an employment contract or collective bargaining agreement. (Texas Labor Code §§ 21.051–21.055; Sabine Pilot Service, Inc. v. Hauck, 687 S.W.2d 733, Tex. 1985.)

2. Protected Classes Under Federal and Texas Law

• Race, Color, National Origin, Religion, Sex (including pregnancy, sexual orientation, gender identity), under Title VII and TCHRA.

• Disability under the Americans with Disabilities Act (ADA) and Texas Labor Code Chapter 21.

• Age (40+) under the Age Discrimination in Employment Act (ADEA) and Texas Labor Code Chapter 21.

• Genetic Information under the Genetic Information Nondiscrimination Act (GINA).

3. Wage and Hour Basics

The FLSA sets the federal minimum wage ($7.25 per hour) and overtime of 1.5× regular rate for hours worked over 40 in a workweek. Texas has adopted the federal minimum wage (Texas Labor Code § 62.051). Exempt employees (executive, administrative, professional, outside sales, and certain computer employees) are not entitled to overtime if they meet specific salary and duties tests. Improper classification is a common violation.

4. Workplace Safety

The Occupational Safety and Health Act (OSH Act) applies to most Bedford employers. Employees can file a safety complaint with OSHA and are protected from retaliation.

5. Leave Rights

• Family and Medical Leave Act (FMLA) – Up to 12 weeks of unpaid, job-protected leave for eligible employees of covered employers.

• Military Leave – Uniformed Services Employment and Reemployment Rights Act (USERRA).

• Jury Duty and Voting – Texas law prohibits termination for jury service (Tex. Civ. Prac. & Rem. Code § 122.001) and provides limited job-protected voting leave (Tex. Elec. Code § 276.004).

Common Employment Law Violations in Texas

1. Wage Theft and Misclassification

Failing to pay overtime, forcing employees to work off-the-clock, or paying a salary without meeting the exemption tests violate the FLSA. The U.S. Department of Labor regularly investigates Texas employers for these infractions. Claims must generally be filed within two years (three years for willful violations) under 29 U.S.C. § 255(a).

2. Discrimination and Harassment

Discriminatory firing, unequal pay, hostile work environment, or failure to accommodate a disability are unlawful under Title VII, ADA, ADEA, and TCHRA. Bedford employees in health care and aviation frequently report harassment tied to race or national origin, reflecting the city’s diverse workforce.

3. Retaliation

Retaliation is the most common charge filed with the U.S. Equal Employment Opportunity Commission (EEOC). Employers cannot punish you for reporting discrimination, filing a safety complaint, requesting FMLA leave, or participating in an investigation.

4. Wrongful Termination Exceptions

• Public policy—Termination for refusing to commit an illegal act (Sabine Pilot).

• Statutory retaliation—Termination for filing workers’ compensation or discrimination claims.

• Contractual—Breaching an employment contract or collective bargaining agreement.

5. Failure to Provide Reasonable Accommodation

An employer must engage in an interactive process and provide reasonable accommodation to qualified employees with disabilities unless it poses an undue hardship (42 U.S.C. § 12112; Tex. Lab. Code § 21.128).

Texas Legal Protections & Employment Laws Explained

1. Texas Commission on Human Rights Act (TCHRA)

Codified in Texas Labor Code Chapter 21, TCHRA mirrors Title VII and expands protections to businesses with 15 or more employees. Workers must file with the Texas Workforce Commission Civil Rights Division (TWC-CRD) within 180 days of the discriminatory act.

2. Title VII of the Civil Rights Act of 1964

Federal law enforced by the EEOC that prohibits employment discrimination. Texas employees have 300 days to file an EEOC charge because TCHRA is a “deferral” statute.

3. Fair Labor Standards Act (FLSA)

Sets minimum wage, overtime, and child labor standards. U.S. Department of Labor Wage and Hour Division enforces the statute.

4. Americans with Disabilities Act (ADA)

Prohibits discrimination against qualified individuals with disabilities and mandates reasonable accommodations.

5. Texas Payday Law

Texas Labor Code Chapter 61 gives employees a way to recover unpaid wages quickly through the TWC. A wage claim must be filed within 180 days of when the wages were due.

6. Whistleblower Protections

The Texas Whistleblower Act protects public employees who report legal violations by their employer to an appropriate law-enforcement authority (Tex. Gov’t Code § 554.002).

7. Statutes of Limitations at a Glance

• TCHRA discrimination: 180 days to file with TWC.

• Title VII discrimination: 300 days with EEOC (Texas is a deferral state).

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

• Texas Payday Law: 180 days.

• Sabine Pilot wrongful termination: 2 years (Tex. Civ. Prac. & Rem. Code § 16.003).

Steps to Take After Workplace Violations

1. Document Everything

Keep emails, text messages, pay stubs, schedules, performance evaluations, and witness contact information. Under Texas law, you may record a conversation if you are a party to it (Tex. Penal Code § 16.02), but secret recordings at work may violate employer policy—consult counsel first.

2. Follow Internal Complaint Procedures

Many Bedford employers—such as Texas Health Resources—have HR policies requiring internal reporting. Filing an internal complaint demonstrates good faith and may be necessary to show the employer had notice.

3. File an Administrative Charge

• Discrimination: Submit an Intake Questionnaire to EEOC or TWC-CRD within the statutory deadline.

• Wage claims: File a wage claim form with the Texas Workforce Commission (Chapter 61) or a complaint with the U.S. Department of Labor for FLSA violations.

• Safety issues: File an OSHA complaint online or by phone (1-800-321-6742).

4. Cooperate with the Investigation

Provide requested documents and attend interviews. Retaliation for cooperating is illegal.

5. Consider Mediation

The EEOC and TWC both offer free mediation. Successful mediation can result in reinstatement, back pay, or policy changes.

6. Obtain a Right-to-Sue Letter

If your discrimination charge is not resolved, you may request a Notice of Right-to-Sue from the EEOC (after 180 days) or TWC. You then have 90 days (federal) or 60 days (state) to file a lawsuit.

7. File a Lawsuit Within Deadlines

Missing the statute of limitations can bar your claim. A licensed Texas employment lawyer can ensure timely filing, proper venue in Tarrant County or the Northern District of Texas, and compliance with Texas Rules of Civil Procedure.

When to Seek Legal Help in Texas

1. Complex Statutory Deadlines

The overlap between federal and Texas deadlines can be confusing. An attorney prevents forfeiture of claims.

2. Evidence Preservation and Litigation Holds

Texas courts can sanction parties for spoliation of evidence. Attorneys issue litigation hold letters to safeguard data.

3. Employer Counsel Advantage

Most Bedford employers retain defense firms. Level the playing field by hiring counsel who knows both the Northern District of Texas federal procedures and Tarrant County local rules.

4. Contingency Fee Representation

Many employee-side lawyers take discrimination and wage cases on contingency, meaning no fees unless you recover.

Local Resources & Next Steps for Bedford Workers

1. Regional Agencies

Texas Workforce Commission – Workforce Solutions for Tarrant County Location: 824 Airport Freeway, Hurst, TX 76054 (5 miles from Bedford). EEOC Dallas District Office 207 S. Houston St., 3rd Floor, Dallas, TX 75202. OSHA Fort Worth Area Office 8713 Airport Freeway, Suite 302, North Richland Hills, TX 76180.

2. Small Claims for Unpaid Wages

If your wage claim is under $20,000 and you miss the 180-day Payday Law deadline, you may sue in Tarrant County Justice Court (Tarrant County Courts).

3. Free or Low-Cost Legal Clinics

• Legal Aid of Northwest Texas – Fort Worth Office

• Texas A&M School of Law – Community Legal Access Clinic

4. Continuing Education

Check community programs at the City of Bedford Library for workplace rights seminars.

Authoritative External References

Texas Labor Code Chapter 21 – TCHRA U.S. Equal Employment Opportunity Commission U.S. Department of Labor Wage & Hour Division OSHA Worker Rights and Protections

Texas Attorney Licensing Requirements

Only attorneys licensed by the State Bar of Texas may provide legal advice, represent clients in Texas courts, or negotiate settlements on their behalf. Always verify a lawyer’s status via the State Bar of Texas Attorney Lookup.

Legal Disclaimer

This information is provided for educational purposes only and does not constitute legal advice. Employment law is complex; consult a licensed Texas attorney about your specific situation.

If you experienced workplace discrimination, wrongful termination, or wage violations, call Louis Law Group at 833-657-4812 for a free case evaluation and employment consultation.