Employment Law Guide for Georgetown, Texas Workers

Introduction: Why Employment Law Matters in Georgetown, Texas

Georgetown, the county seat of Williamson County, sits just 30 miles north of Austin and has experienced rapid population growth over the last decade. Home to major employers such as Southwestern University, St. David’s Georgetown Hospital, and tech‐adjacent manufacturers along Interstate 35, the city’s workforce is a mix of healthcare professionals, educators, public employees, logistics workers, and service-industry staff supporting the historic downtown square. Whether you clock in at a local ranch supply store, code software for a start-up in nearby Round Rock, or handle patient intake at the hospital, you are protected by both federal and Texas employment laws. This guide explains those protections, highlights common workplace violations, and outlines steps Georgetown workers can take to protect their rights—slightly favoring employees while staying strictly factual.

All facts and procedures referenced below come from authoritative sources, including the Texas Labor Code, Fair Labor Standards Act (FLSA), Title VII of the Civil Rights Act of 1964, Americans with Disabilities Act (ADA), the Texas Commission on Human Rights Act (TCHRA), published opinions of the U.S. Court of Appeals for the Fifth Circuit, and agency materials from the Texas Workforce Commission (TWC) and Equal Employment Opportunity Commission (EEOC).

Understanding Your Employment Rights in Texas

Texas’s At-Will Employment Doctrine

Texas is an at-will employment state. Under Section 001.001 of the Texas Labor Code and long-standing common law, either the employer or the employee may terminate the employment relationship at any time, with or without cause, and with or without notice. However, important exceptions protect workers from illegal terminations:

• Statutory Protections: Employers cannot fire workers for discriminatory reasons barred by Title VII, the ADA, the Age Discrimination in Employment Act (ADEA), the Pregnancy Discrimination Act (PDA), and the Texas Commission on Human Rights Act (Tex. Lab. Code §§ 21.001–21.556).

• Public Policy Exception: As recognized by the Texas Supreme Court in Sabine Pilot Service, Inc. v. Hauck, 687 S.W.2d 733 (Tex. 1985), an employee cannot be terminated for refusing to perform an illegal act.

• Contractual Exceptions: Written employment contracts, collective bargaining agreements, or employee handbooks that limit at-will status may create enforceable rights.

Wage and Hour Basics

The FLSA (29 U.S.C. § 201 et seq.) sets the federal minimum wage and overtime rules, enforced by the U.S. Department of Labor. As of this writing, the federal minimum wage is $7.25 per hour, which also serves as the minimum wage in Texas. Non-exempt employees are entitled to 1.5 times their regular rate for hours worked over 40 in a workweek. The Texas Payday Law (Tex. Lab. Code §§ 61.001–61.095) requires employers to pay wages on scheduled paydays and empowers employees to file wage claims with the TWC when pay is late or incomplete.

Anti-Discrimination Laws

Workers in Georgetown are shielded from employment discrimination based on race, color, religion, sex (including pregnancy, sexual orientation, and gender identity), national origin, age (40+), disability, and genetic information by:

• Title VII of the Civil Rights Act of 1964

• Texas Commission on Human Rights Act (TCHRA)

• Americans with Disabilities Act (ADA) and the ADA Amendments Act

• Age Discrimination in Employment Act (ADEA)

These laws apply to hiring, promotions, pay, job assignments, training, benefits, and termination decisions.

Leave, Benefits, and Accommodations

While Texas does not mandate paid sick leave statewide, federal statutes still provide certain leave rights. The Family and Medical Leave Act (FMLA) grants eligible employees up to 12 weeks of unpaid, job-protected leave to address serious health conditions or family needs. Additionally, the ADA requires employers to provide reasonable accommodations to qualified workers with disabilities unless doing so would pose an undue hardship.

Common Employment Law Violations in Texas

Even with clear statutes, violations persist across industries in Williamson County. The most frequent claims the TWC and EEOC receive from Central Texas include:

• Unpaid Overtime: Employers misclassify employees as independent contractors or as ‘exempt’ to avoid overtime, contrary to FLSA rules.

• Sexual Harassment: Unwelcome conduct of a sexual nature that creates a hostile work environment, violating Title VII.

• Retaliation: Terminating or demoting workers for filing complaints, participating in investigations, or reporting illegal conduct—prohibited under both state and federal law.

• Pregnancy Discrimination: Refusing to reasonably accommodate pregnancy-related limitations or treating pregnant employees less favorably.

• Wrongful Termination: Firing in violation of public policy, contracts, or anti-discrimination statutes—often litigated in Texas district courts and federal courts within the Western District of Texas.

In 2022, the EEOC reported that retaliation was the most common basis for charges filed in Texas, followed by disability and race discrimination. Locally, the TWC’s Civil Rights Division recorded dozens of complaints from Williamson County employees alleging race and sex discrimination.

Texas Legal Protections & Employment Laws

Key Statutes Every Georgetown Worker Should Know

• Texas Labor Code Chapter 21: Mirrors Title VII protections but also authorizes the TWC Civil Rights Division to investigate state discrimination charges.

• Fair Labor Standards Act: Establishes minimum wage, overtime, and child labor standards.

• Texas Payday Law: Establishes wage payment schedules and administrative remedies through the TWC.

• Occupational Safety and Health Act (OSHA): Requires safe workplaces; retaliation for raising safety concerns is illegal.

Statutes of Limitations

Missing a filing deadline can bar your claim entirely. Below are common limitations periods:

• TWC or EEOC Discrimination Charge: 300 days from the date of the alleged unlawful practice when filed with EEOC, or 180 days when solely filed with the TWC (Tex. Lab. Code § 21.202).

• FLSA Overtime or Minimum Wage: Two years (three years for willful violations) from the unpaid wage date (29 U.S.C. § 255).

• Texas Payday Law Claim: 180 days after the date the wages were due (Tex. Lab. Code § 61.051).

• Whistleblower Retaliation (Public Employees): 90 days to file suit after exhausting administrative remedies (Tex. Gov’t Code § 554.006).

Texas Workforce Commission (TWC) & EEOC Procedures

Filing a Discrimination Charge:

• Submit an intake questionnaire online, by mail, or in person at the EEOC’s Austin Field Office (Frost Bank Tower, 401 Congress Ave, Suite 400, Austin, TX 78701) or to the TWC Civil Rights Division.

• The agency serves the charge on your employer and investigates.

• A Right-to-Sue letter is issued if the agency cannot resolve the case, allowing you 90 days to file a lawsuit in federal court (or 60 days in state court under Texas law).

Filing a Wage Claim:

• Employees file a wage claim using TWC Form LL-1 (paper or online).

• The TWC investigates, may hold a telephone hearing, and issues a written wage order.

• Either party can appeal the wage order to a civil court within 30 days.

Steps to Take After Workplace Violations

1. Document Everything

Maintain copies of paystubs, schedules, emails, performance reviews, and witness statements. Under the FLSA and Texas Payday Law, you bear the initial burden of showing hours worked and wages owed.

2. Follow Internal Policies

Review your employee handbook’s complaint procedures. Reporting harassment or wage issues internally can trigger mandatory employer actions and preserve your right to later claim that the company failed to address the problem.

3. File Timely Agency Charges

Use the TWC or EEOC charge process outlined above. Doing so not only meets statutory prerequisites for litigation but can also lead to early settlement or mediation.

4. Consider Mediation

The EEOC’s mediation program—and occasionally the TWC—offers free, confidential mediation to resolve disputes quickly. Settlements often include monetary relief, reinstatement, or policy changes.

5. Consult a Georgetown Employment Lawyer

Statutes and court rules can be complex. An attorney licensed by the State Bar of Texas can evaluate your facts, calculate damages, and navigate federal or state court procedures. Lawyers are also bound by Texas Disciplinary Rules of Professional Conduct, ensuring confidentiality and zealous advocacy.

When to Seek Legal Help in Texas

While some issues can be resolved internally, certain red flags warrant immediate legal advice:

• You receive a Right-to-Sue letter and have less than 90 days to act.

• Your employer denies you overtime, threatens retaliation, or tampers with timesheets.

• You are terminated for reporting safety violations or refusing an illegal order.

• You experience harassment based on a protected characteristic and HR fails to respond.

• Severance agreements contain non-competes or broad releases you do not understand.

Under Texas Rule of Civil Procedure 91a, baseless claims can be dismissed early, so proper legal drafting and evidence presentation are critical. Georgetown workers typically file employment claims in the U.S. District Court for the Western District of Texas, Austin Division, or in Williamson County district courts (26th, 277th, 368th, and 425th Judicial District Courts).

Local Resources & Next Steps

• TWC Workforce Solutions Rural Capital Area – Georgetown: 575 N. East Loop 363 #100, Georgetown, TX 78626; offers job search assistance and wage claim information.

• EEOC Austin Field Office: Serves Williamson County discrimination charges.

• Williamson County Law Library: 710 S. Main Street, Georgetown; access to Texas statutes and case law.

• University Legal Clinics: The University of Texas Law School operates clinics that occasionally accept employee rights matters.

Below are additional authoritative resources:

Texas Labor Code & Other State Statutes Texas Workforce Commission Official Site Equal Employment Opportunity Commission (EEOC) U.S. Department of Labor Wage & Hour Division

Legal Disclaimer

This guide provides general information for Georgetown, Texas workers and is not legal advice. Laws change, and each case is unique. Consult a licensed Texas employment attorney before taking action.

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.