Employment Law Guide for Workers in Killeen, Texas

Introduction: Why Killeen Workers Need to Understand Employment Law

Home to Fort Cavazos (formerly Fort Hood), the City of Killeen sits at the crossroads of military, healthcare, education, and small-business employment. Thousands of service members, civilian contractors, and local residents rely on steady paychecks from the Army base, Central Texas College, AdventHealth hospitals, and an expanding retail sector along U.S. Highway 190. While these industries fuel Bell County’s economy, they also generate a variety of workplace disputes—from unpaid overtime for hospital staff to discrimination claims by civilian defense workers. Knowing when to consult an employment lawyer Killeen Texas can make the difference between protecting your livelihood and losing critical rights under state and federal law.

This guide offers Killeen-specific, evidence-based information on Texas employment law, including key statutes, common violations, critical deadlines, and step-by-step complaint procedures through the EEOC and Texas Workforce Commission Civil Rights Division (TWC-CRD). Slightly favoring employee protections, the material remains grounded in authoritative sources such as the Texas Labor Code, Title VII of the Civil Rights Act, the Fair Labor Standards Act (FLSA), and binding opinions from Texas and federal courts. Whether you work on base, in a local restaurant, or remotely for a tech company in Austin, the following 2,500-plus words will help you spot illegal conduct and pursue remedies.

Understanding Your Employment Rights in Texas

Texas Is an At-Will State—With Significant Exceptions

Texas follows the at-will employment doctrine, meaning an employer may terminate an employee for any reason, or no reason at all, so long as the reason is not illegal (Texas Labor Code § 7.001; Montgomery v. Park Cities Bank, 101 S.W.3d 757 (Tex. App.—Dallas 2003)). Illegal reasons include discrimination based on protected characteristics, retaliation for protected activity, or refusal to commit an unlawful act. Other statutory carve-outs that override at-will status include:

• Workers’ compensation retaliation (Texas Labor Code § 451.001).

• Jury-service protection (Texas Civil Practice & Remedies Code § 122.001).

• Public-policy exceptions (e.g., termination for refusing to violate the law; Sabine Pilot Serv., Inc. v. Hauck, 687 S.W.2d 733 (Tex. 1985)).

Key Federal and Texas Statutes That Protect Killeen Employees

• Title VII of the Civil Rights Act of 1964—prohibits employment discrimination based on race, color, national origin, sex (including pregnancy, sexual orientation, gender identity), and religion (42 U.S.C. § 2000e-2).

• Texas Commission on Human Rights Act (TCHRA)—mirrors Title VII protections and adds state-level remedies (Texas Labor Code Chapter 21).

• Fair Labor Standards Act (FLSA)—sets federal minimum wage, overtime, and child labor standards (29 U.S.C. §§ 201–219).

• Texas Payday Law—governs timely payment of wages (Texas Labor Code Chapter 61).

• Americans with Disabilities Act (ADA)—requires reasonable accommodations for qualified employees with disabilities (42 U.S.C. § 12112).

Statutes of Limitations—Deadlines Killeen Workers Cannot Miss

• Title VII & ADA Discrimination: 300 days to file a charge with the EEOC or TWC-CRD because Texas has a work-sharing agreement with the EEOC (29 C.F.R. § 1601.13).

• TCHRA Discrimination: 180 days if filing solely with TWC-CRD (Texas Labor Code § 21.202).

• FLSA Wage/Overtime Claims: 2 years (3 years for willful violations) to file suit (29 U.S.C. § 255(a)).

• Texas Payday Law Claims: 180 days from the date wages were due to file with TWC (Texas Labor Code § 61.051(c)).

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

Missing these deadlines may bar your claim entirely. Speak with a licensed Texas employment attorney as soon as possible if you believe your rights were violated.

Common Employment Law Violations in Texas

1. Wage and Hour Violations Under FLSA and Texas Payday Law

Hospital staff working double shifts at Carl R. Darnall Army Medical Center and restaurant servers along the Stan Schlueter Loop often contact lawyers about:

• Unpaid overtime: Non-exempt employees must receive 1.5× their regular rate for hours over 40 in a workweek (29 U.S.C. § 207).

• Misclassification as exempt or as independent contractors to avoid overtime.

• Tip pooling violations under 29 U.S.C. § 203(m).

• Late or missing paychecks contrary to Texas Labor Code § 61.014 (paydays must be at least semi-monthly for non-exempt staff).

2. Discrimination and Harassment

Military spouses and veterans in Killeen report discrimination based on national origin, disability (e.g., PTSD), pregnancy, and gender identity. Illegal conduct can include hostile work environments and disparate treatment—grounded in Price Waterhouse v. Hopkins, 490 U.S. 228 (1989), and subsequent EEOC guidance.

3. Retaliation for Protected Activity

The EEOC consistently ranks retaliation as the #1 alleged basis in discrimination charges nationwide. Texas protects workers who:

• File or support an EEOC or TWC complaint (Texas Labor Code § 21.055).

• Request reasonable accommodations under ADA.

• Report unlawful employer conduct (Sarbanes-Oxley, Dodd-Frank, or Texas whistleblower statutes).

4. Wrongful Termination Despite At-Will Status

Wrongful termination claims in Killeen often hinge on evidence that an employee was fired for an illegal reason—like reporting safety violations on a construction site near Elms Road or refusing to falsify DoD contracting records. These claims rely on exceptions carved out by Texas courts and statutes cited earlier.

Texas Legal Protections & Employment Laws

Texas Labor Code Chapter 21 (TCHRA)

Chapter 21 aligns with federal Title VII but permits certain punitive damages caps based on employer size (Texas Labor Code § 21.2585). Employees may recover:

• Back pay

• Front pay

• Compensatory and punitive damages (capped); attorney’s fees

• Reinstatement or hiring with seniority

Fair Labor Standards Act (FLSA)

Administered by the U.S. Department of Labor’s Wage and Hour Division, the FLSA establishes:

• $7.25 federal minimum wage (Texas has no separate state minimum).

• Overtime after 40 hours/week for non-exempt employees.

• Record-keeping obligations and child labor restrictions.

Family and Medical Leave Act (FMLA)

Although not a Texas-specific law, FMLA offers up to 12 weeks of unpaid, job-protected leave for eligible employees at worksites with 50+ employees within 75 miles—covering many Killeen employers, including Killeen Independent School District (KISD).

Uniformed Services Employment and Reemployment Rights Act (USERRA)

With Fort Cavazos employing tens of thousands, USERRA is vital. It safeguards service members called to active duty and mandates prompt reemployment upon return.

Texas Unemployment Benefits

The Texas Workforce Commission governs unemployment insurance (Texas Labor Code Chapter 207). Claimants must prove they lost work through no fault of their own and meet wage-base requirements. Denials may be appealed within 14 days.

Steps to Take After Workplace Violations

1. Document Everything

Maintain copies of pay stubs, schedules, performance evaluations, emails, text messages, and witness statements. Texas law permits recording conversations with one-party consent, but always verify your actions comply with Tex. Penal Code § 16.02.

2. Follow Internal Complaint Procedures

Almost every EEOC and court ruling stresses the importance of giving your employer a chance to correct the issue. Review your employee handbook and submit detailed complaints to HR or the Equal Employment Opportunity (EEO) officer—especially for federal civilian employees at Fort Cavazos.

3. File a Charge with TWC-CRD or EEOC

Because Texas is a dual-filing state, one filing satisfies both agencies:

• Call the EEOC at 1-800-669-4000 or visit the EEOC San Antonio Field Office online intake portal.

Killeen residents may also file at the TWC Civil Rights Division.

• Submit within 180 days for TWC-only claims or 300 days for EEOC claims.

4. Receive a Notice of Right to Sue

If the agency cannot resolve your claim, it issues a Right-to-Sue letter. You have 90 days to file suit in federal court (Title VII/ADA) or 60 days in state court (TCHRA).

5. File a Lawsuit or Enter Mediation/Arbitration

Employers often compel arbitration through signed agreements. Federal courts enforce many arbitration clauses (Epic Systems Corp. v. Lewis, 138 S. Ct. 1612 (2018)), yet claims under certain statutes may proceed in court if the clause is invalid or unconscionable. Consult counsel promptly.

When to Seek Legal Help in Texas

You should contact an employment lawyer when:

• You are terminated shortly after reporting discrimination or wage issues.

• Your employer fails to pay overtime despite clear time-records.

• You receive a negative performance review after requesting ADA or FMLA leave.

• You need to negotiate severance or non-compete agreements under Texas Business & Commerce Code § 15.50.

Texas attorneys must be admitted to the State Bar of Texas and may appear in federal court after separate admission to the U.S. District Court for the Western District of Texas (which covers Bell County). Verify an attorney’s disciplinary history on the State Bar of Texas website.

Local Resources & Next Steps

• Texas Workforce Solutions of Central Texas – 300 Cheyenne Dr., Killeen, TX 76542; assists with unemployment appeals and job placement.

• Fort Cavazos Legal Assistance Office – Active-duty service members and dependents receive employment rights counseling.

• Bell County Law Library – 201 S. Main St., Belton, TX 76513; hosts Texas case reporters and labor law treatises.

• EEOC San Antonio Field Office – 5410 Fredericksburg Rd., Suite 200, San Antonio, TX 78229 (covers Bell County).

TWC Wage Claim Portal: How to Submit a Wage Claim.

Authoritative References

EEOC – How to File a Charge U.S. Department of Labor – FLSA Overview Texas Labor Code Chapter 21 Texas Workforce Commission

Legal Disclaimer: This article is for informational purposes only and does not constitute legal advice. Employment laws change, and each situation is unique. Consult a licensed Texas employment attorney to obtain advice regarding your particular circumstances.

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.