Employment Law Guide for Irving, Texas Workers

Introduction: Why Irving Employees Need a Local Employment Law Guide

With more than 250,000 residents and a workforce bolstered by Dallas/Fort Worth International Airport, multiple Fortune 500 headquarters, and a rapidly growing technology corridor along State Highway 114, Irving, Texas is an employment hub in North Texas. Whether you load cargo at DFW, write code in Las Colinas, or serve tables along Irving Boulevard, you are protected by a network of state and federal employment laws. Yet many Irving workers only discover those rights after something goes wrong—unpaid overtime, discriminatory comments, or a sudden termination. This guide delivers a practical overview of texas employment law, slightly favoring workers while remaining strictly factual. We cite the Texas Labor Code, the Texas Commission on Human Rights Act (TCHRA), Title VII of the Civil Rights Act of 1964, the Fair Labor Standards Act (FLSA), and other authoritative sources so you can make informed decisions. We also explain how to navigate the Equal Employment Opportunity Commission (EEOC) and the Texas Workforce Commission (TWC), both of which have offices that serve Irving residents. If you believe your rights have been violated, document everything, stay calm, and consider speaking with an employment lawyer Irving Texas workers trust.

Understanding Your Employment Rights in Texas

At-Will Employment—and the Important Exceptions

Texas is an at-will employment state, meaning an employer can terminate an employee for any reason—or no stated reason—unless that reason is illegal or the parties have an enforceable contract. Illegal reasons include discrimination based on race, color, national origin, sex (including pregnancy and sexual orientation), religion, disability, age (40+), or genetic information, all barred under Texas Labor Code § 21.051 (TCHRA) and Title VII, 42 U.S.C. § 2000e-2. Employers also cannot fire someone for refusing to commit an illegal act (the Sabine Pilot exception, Sabine Pilot Serv., Inc. v. Hauck, 687 S.W.2d 733 (Tex. 1985)), for reporting workers’ compensation injuries, or for engaging in lawful whistleblowing under Texas or federal law.

Key Federal Rights That Apply in Irving

• Fair Labor Standards Act (FLSA): Guarantees a federal minimum wage and overtime at 1.5× the regular rate for hours worked over 40 in a workweek (29 U.S.C. § 201 et seq.).

• Americans with Disabilities Act (ADA): Requires employers with 15+ employees to provide reasonable accommodations, barring undue hardship (42 U.S.C. § 12101 et seq.).

• Age Discrimination in Employment Act (ADEA): Protects workers 40 or older (29 U.S.C. § 621 et seq.).

• Family and Medical Leave Act (FMLA): Up to 12 weeks of unpaid, job-protected leave for specified family and medical reasons for eligible employees (29 U.S.C. § 2601 et seq.).

Most of these laws apply to private employers that meet employee-count thresholds (generally 15 for Title VII/ADA and 50 for FMLA). Texas public employers are also covered, although damage caps and sovereign immunity rules may differ.

Common Employment Law Violations in Texas

Wage and Hour Issues

In fast-growing restaurant and warehouse sectors near Irving Mall and Valley Ranch, unpaid overtime is frequent. Under the FLSA, non-exempt employees must receive overtime pay for hours over 40. Common employer tactics include misclassifying non-exempt workers as exempt, altering timecards, or forcing "off-the-clock" work. The statute of limitations is two years for ordinary violations and three years if the violation is "willful" (29 U.S.C. § 255(a)).

Workplace Discrimination

Discriminatory hiring or termination remains unlawful under both Title VII and the TCHRA. For Irving’s diverse workforce—42 languages are reportedly spoken in Irving Independent School District—national origin discrimination claims are not rare. The TCHRA requires that workers file a charge with the TWC (Civil Rights Division) within 180 days of the alleged act (Tex. Lab. Code § 21.202). Because Texas is a "deferral" state, the EEOC extends that deadline to 300 days for Title VII claims filed jointly with the EEOC.

Hostile Work Environment

A single off-color joke may not create liability, but severe or pervasive harassment—racial slurs in a cargo hangar or repeated sexist remarks in a call center—can violate Title VII and the TCHRA. Employers are strictly liable for supervisor harassment that results in a tangible employment action (e.g., firing or demotion).

Wrongful Termination Retaliation

If you report illegal conduct (fraud on government contracts, OSHA safety transgressions, etc.) and are terminated, you may have a retaliation claim under various whistleblower statutes or public-policy exceptions, even within an at-will framework. The Texas Whistleblower Act covers state and local public employees (Tex. Gov’t Code § 554.002), while the Sarbanes-Oxley Act covers publicly traded companies.

Texas Legal Protections & Employment Laws

Texas Labor Code and TCHRA

The TCHRA mirrors many Title VII protections but expands them to employers with as few as 15 employees. Remedies include reinstatement, back pay, compensatory and punitive damages (capped based on employer size per Tex. Lab. Code § 21.2585). Irving workers often pursue TCHRA claims because Texas courts can be faster than federal courts in Dallas.

Minimum Wage & Overtime in Texas

Texas has adopted the federal minimum wage of $7.25/hour (Tex. Lab. Code § 62.051). Municipalities like Dallas have tried wage theft ordinances; though Irving has none, Dallas County constables may still enforce certain writs against employers headquartered on the Irving-Dallas border.

Workers’ Compensation Retaliation

Texas prohibits firing or discriminating against employees for filing a workers’ compensation claim (Tex. Lab. Code § 451.001). Punitive damages are possible if malice is proven, and the statute of limitations is two years from the adverse action.

Temporary & Contract Workers

Many positions at the Irving Data Center Corridor are staffed by third-party agencies. Joint employment analyses under the FLSA and National Labor Relations Act (NLRA) can make parent corporations liable for wage violations if they exercise significant control over the temporary workforce.

Statutes of Limitation Summary

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

• TCHRA/Title VII discrimination: 180 days (TWC) / 300 days (EEOC) to file charge; 60 days after right-to-sue notice to file suit in state court; 90 days for federal court.

• Workers’ compensation retaliation: 2 years.

• Sabine Pilot wrongful discharge: 2 years.

• Employment contract breach: 4 years.

Steps to Take After Workplace Violations

1. Document Everything

Keep copies of pay stubs, schedules, emails, text messages, or witness statements. In Texas, audio recording is legal if one party to the conversation consents (Tex. Penal Code § 16.02), so you may legally record meetings you attend—but confirm your employer has no stricter policies.

2. Follow Internal Policies

Irving employers—from Mission Foods to Verizon—often have detailed grievance procedures. Exhaust these channels if safe to do so; courts view that favorably and some claims (e.g., hostile-environment harassment) require employees to use reasonable complaint avenues to preserve damages.

3. File an Administrative Charge

• Where: The EEOC’s Dallas District Office (207 S. Houston St.) serves Irving. The TWC Civil Rights Division offers online filings.

• When: 180 or 300-day deadlines apply.

• What to Include: Contact info, employer info, detailed facts, dates, and requested remedy.

4. Cooperate with the Investigation

An investigator may request additional documents or interviews. Always respond promptly; failure to cooperate can delay or jeopardize your claim.

5. Consider Mediation or Settlement

The EEOC and TWC each offer free mediation programs. Written settlements are enforceable contracts. Ensure confidentiality, no-rehire clauses, and tax implications are clear.

6. Obtain a Right-to-Sue Letter

If your charge is not resolved, you can request a right-to-sue. You then have 90 days (federal) or 60 days (state) to file suit.

When to Seek Legal Help in Texas

Complexity of Overlapping Laws

Wage claims may involve FLSA, Texas Payday Act, and contract principles simultaneously. Discrimination claims can engage both Title VII and TCHRA. A qualified employment lawyer Irving Texas can identify the best forum, calculate damages, and stop retaliation.

Attorney Licensing & Board Certification

• All attorneys representing workers in Texas state courts must be licensed by the State Bar of Texas and in good standing.

• Board Certification in Labor & Employment Law by the Texas Board of Legal Specialization (TBLS) is optional but signals substantial experience.

• To appear in the U.S. District Court for the Northern District of Texas (Dallas Division), counsel must also be admitted to that federal bar.

Contingency Fees & Costs

Many plaintiff-side employment lawyers work on contingency, charging no fee unless they win. Federal statutes often allow fee-shifting, meaning the employer may pay your attorney’s fees if you prevail.

Local Resources & Next Steps

TWC & Workforce Solutions Greater Dallas

Workforce Solutions offices in Irving—one on W. Airport Freeway—provide job search help and can direct wage claimants to TWC’s Labor Law Section.

Legal Aid & Non-Profits

• Legal Aid of NorthWest Texas (Dallas office) offers free legal help in certain employment cases.

• Workers Defense Project advocates for low-wage immigrant workers across North Texas.

Courts Serving Irving

State claims are typically filed in Dallas County District Court. Federal claims go to the U.S. District Court, Northern District of Texas, Dallas Division, roughly 15 miles from downtown Irving.

External Authorities for Deeper Reading

Texas Workforce Commission – Employment Discrimination U.S. Equal Employment Opportunity Commission U.S. Department of Labor – FLSA Overview Texas Labor Code Chapter 21 (TCHRA)

Legal Disclaimer

This guide provides general information for Irving, Texas workers and is not legal advice. Laws frequently change, and each situation is unique. Consult a licensed Texas employment attorney for advice about your particular facts.

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.