Employment Law Guide for Workers in Frisco, Texas

Introduction: Why Frisco Employees Need to Know Their Rights

Frisco, Texas has undergone explosive growth in the past decade, attracting corporate relocations, start-ups, and large retail, healthcare, and technology employers along the Dallas North Tollway. With more than 200,000 residents and a labor force that commutes throughout Collin and Denton Counties, local employees encounter a wide range of workplace issues—from unpaid overtime in logistics jobs serving the new PGA Headquarters, to age discrimination in the booming tech sector clustered around Hall Park. Understanding texas employment law is therefore critical for anyone who lives or works in Frisco. This guide explains the key statutes, deadlines, and procedures that protect workers, slightly favoring employee perspectives while remaining strictly factual and sourced.

Understanding Your Employment Rights in Texas

At-Will Employment—The Default Rule

Texas is an at-will employment state. Under Texas common law and Texas Labor Code § 21.055, an employer may terminate an employee for any lawful reason—or no reason—unless an exception applies. Notable exceptions include:

• Discrimination or Retaliation prohibited by Title VII of the Civil Rights Act of 1964, the Age Discrimination in Employment Act (ADEA), the Americans with Disabilities Act (ADA), and the Texas Commission on Human Rights Act (TCHRA) codified in Texas Labor Code Chapter 21.

• Refusal to perform an illegal act (the Sabine Pilot doctrine, recognized in Sabine Pilot Serv., Inc. v. Hauck, 687 S.W.2d 733 (Tex. 1985)).

• Workers’ compensation retaliation under Texas Labor Code § 451.001.

• Public employee whistleblower protections in Texas Government Code Chapter 554.

• Written employment contracts or collective bargaining agreements that limit termination.

Core Federal Protections

Federal law provides a floor of protections nationwide that apply to Frisco employees:

• Title VII: Prohibits discrimination based on race, color, religion, sex, or national origin in employers with 15 or more workers.

• FLSA (Fair Labor Standards Act): Requires payment of at least the federal minimum wage and overtime at 1.5× regular rate for hours over 40 in a workweek.

• ADA: Requires reasonable accommodations for qualified individuals with disabilities.

• Family and Medical Leave Act (FMLA): Provides up to 12 weeks of unpaid leave for serious health conditions for employees of covered employers.

Texas law often mirrors these protections, but the state’s administrative agency—the Texas Workforce Commission (TWC)—investigates most state discrimination claims and enforces wage laws such as the Texas Payday Act. As a practical matter, Frisco workers normally file with both the TWC Civil Rights Division and the U.S. Equal Employment Opportunity Commission (EEOC) to preserve federal and state remedies.

Common Employment Law Violations in Texas

Unpaid Overtime and Minimum Wage Violations

Tech start-ups, restaurants at The Star district, and distribution centers along State Highway 121 often pay salaries incorrectly classified as exempt from overtime. Under the FLSA, most employees are entitled to overtime unless they meet specific duties and salary tests. Common mistakes include:

• Labeling hourly employees as “independent contractors.”

• Failing to pay for post-shift security screenings or required donning and doffing of protective gear.

• Misapplying the computer professional exemption to entry-level IT support workers.

The statute of limitations for FLSA claims is two years, or three years for “willful” violations. Workers can recover back pay, an equal amount in liquidated damages, and attorneys’ fees.

Discrimination and Harassment

According to EEOC charge data, Collin and Denton Counties have seen rising claims of sex-based and age discrimination, likely correlating with Frisco’s maturing workforce. Unlawful conduct includes:

• Harassment that creates a hostile work environment.

• Adverse employment actions (termination, demotion) motivated by a protected characteristic.

• Failure to accommodate religious practices or disabilities.

To preserve these claims, an employee must file a charge with the TWC/EEOC within 180 days of the discriminatory act under Texas law (300 days for federal claims filed directly with EEOC). After receiving a right-to-sue letter, the deadline to file a lawsuit is usually 60–90 days (federal) or two years (state), depending on the statute.

Wrongful Termination and Retaliation

Texas wrongful termination claims generally allege that the employer violated an at-will exception. Common retaliation scenarios include firing an employee for:

• Reporting unsafe working conditions to OSHA.

• Filing a workers’ compensation claim after an injury at Toyota Stadium construction sites.

• Requesting pregnancy accommodations under the Pregnant Workers Fairness Act.

Retaliation claims under Title VII and TCHRA follow the same administrative deadlines listed above.

Texas Legal Protections & Employment Laws

Texas Commission on Human Rights Act (TCHRA)

TCHRA, codified in Texas Labor Code §§ 21.001–21.556, parallels federal anti-discrimination law but applies to employers with 15 or more employees. It permits compensatory and punitive damages (subject to caps) and reinstatement. Importantly, Texas courts require exhaustion of administrative remedies with the TWC before suing.

Texas Payday Act

Under Texas Labor Code Chapter 61, employees may file a wage claim with the TWC for unpaid commissions, bonuses, or final paychecks. The deadline is 180 days from the date wages became due. The administrative process is simpler and less expensive than federal litigation, making it useful for lower-dollar disputes common in Frisco’s service sector.

Workers’ Compensation Retaliation—Section 451.001

Unlike most at-will exceptions, Section 451.001 creates a tort claim allowing workers to sue for termination after filing, or intending to file, a workers’ compensation claim. The statute of limitations is two years from the adverse action. Damages include lost wages, mental anguish, and potential punitive damages.

Texas Whistleblower Act

Public employees working for Frisco ISD or the City of Frisco Police Department receive protection under Government Code § 554. An employee must file a grievance with the employer within 90 days of the retaliatory act. Suit must be filed within 180 days in district court after exhausting internal remedies.

Occupational Safety and OSHA

Although workplace safety is federally regulated, Texas private-sector employees have 30 days to file an OSHA whistleblower complaint if fired for raising safety issues. Construction projects near the Dallas Cowboys’ STAR facility have generated OSHA citations for fall protection violations, illustrating the importance of safety complaints.

Steps to Take After Workplace Violations

1. Document Everything

Immediately create a written record: save emails, paystubs, schedules, and performance evaluations. Texas Rules of Evidence allow these business records to authenticate damages later in court.

2. Follow Employer Policies

Many Frisco employers—such as large healthcare systems at Baylor Scott & White Medical Center—maintain internal complaint or grievance procedures. Reporting harassment to HR preserves your claim and may limit the employer’s defenses under the Ellerth-Faragher doctrine.

3. File an Administrative Charge

Discrimination and retaliation statutes require an administrative filing. In Texas, you may dual-file by visiting the EEOC Dallas District Office or submitting a signed intake questionnaire online. The TWC Civil Rights Division shares information with EEOC when charges are dual-filed. Remember the 180-day deadline under Texas law.

4. Consult an Experienced Employment Lawyer

An employment lawyer frisco texas can assess potential damages, compare state versus federal venues, and calculate limitations periods—for example, whether the three-year FLSA “willful” period applies. Under Texas Rule of Professional Conduct 8.04, attorneys must be licensed by the State Bar of Texas to provide legal services in the state.

5. Preserve Electronic Evidence

Tex. R. Civ. P. 192.3 & 196.3 require preservation of electronically stored information once litigation is reasonably anticipated. Do not delete texts or company Slack messages relevant to your claims.

6. Evaluate Alternative Dispute Resolution (ADR)

Many Frisco employers include mandatory arbitration clauses governed by the Federal Arbitration Act. Courts—including the Fifth Circuit—largely enforce these agreements. However, the Ending Forced Arbitration of Sexual Assault and Sexual Harassment Act of 2021 now gives employees the option to litigate such claims in court.

When to Seek Legal Help in Texas

While minor payroll errors may be resolved administratively, you should promptly consult counsel when:

• You were terminated after reporting discrimination, requesting medical leave, or filing a workers’ compensation claim.

• Your unpaid wages exceed a few hundred dollars, making civil litigation cost-effective.

• The employer offers a severance agreement with a release of claims. Texas law allows 21 days (for workers over 40) to consider age-discrimination waivers under the Older Workers Benefit Protection Act.

• The EEOC issues a right-to-sue notice and you have 90 days to file in federal court.

Texas attorneys must be licensed and in good standing with the State Bar of Texas. You can verify a lawyer’s status through the Bar’s website or the Texas Judicial Branch attorney portal.

Local Resources & Next Steps

Frisco and Collin–Denton Area Agencies

• TWC Workforce Solutions North Central Texas—Plano Office: Offers job placement and wage claim forms. 2701 W. Plano Pkwy, Plano, TX 75075.

• EEOC Dallas District Office: 207 S. Houston St., 3rd Floor, Dallas, TX 75202. Serves Collin and Denton Counties.

• Collin County Law Library: 2100 Bloomdale Rd., McKinney, TX. Provides self-help legal resources.

• Legal Aid of Northwest Texas—McKinney Branch: Free representation for qualifying low-income workers.

Major Employers in Frisco

Being aware of your employer’s size and industry affects which laws apply, so note these large Frisco employers:

• PGA of America Headquarters – Hospitality, golf course staff.

• Keurig Dr Pepper – Corporate offices with finance and IT positions.

• Frisco Independent School District – Public sector with unique whistleblower rules.

• Comerica Bank Technology Center – Financial sector subject to Sarbanes-Oxley whistleblower protections.

Key Deadlines Recap

• Discrimination/Retaliation (TCHRA): 180 days to file with TWC.

• Discrimination (EEOC federal): 300 days if dual-filed; 90 days to sue after right-to-sue letter.

• FLSA Wage Claims: 2 years (3 for willful).

• Texas Payday Act: 180 days to file with TWC.

• Workers’ Comp Retaliation: 2 years to sue.

• Public Whistleblower Grievance: 90 days internal, 180 days to file suit.

Authoritative References

Texas Labor Code U.S. Equal Employment Opportunity Commission U.S. Department of Labor – FLSA Texas Workforce Commission

Legal Disclaimer: This article is for informational 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.