Employment Law Guide for Workers in Lewisville, Texas
8/20/2025 | 1 min read
Employment Lawyer Lewisville Texas: A Comprehensive Guide to Your Workplace Rights
Introduction: Why Lewisville Workers Need to Know Their Rights
Nestled along I-35E in the Dallas–Fort Worth metroplex, Lewisville, Texas hosts a diverse workforce ranging from logistics and warehousing employees on the east side of the city to professionals at Orthofix Medical Inc. headquarters and technicians at the Mary Kay Inc. manufacturing and R&D facility located on Business 121. Although the local economy continues to benefit from one of the region’s lowest unemployment rates, Lewisville workers still face wage disputes, discrimination, and wrongful termination. Understanding Texas employment law and relevant federal statutes equips employees to proactively protect their livelihoods. This 2,500-plus-word guide—prepared by a Texas employment law content specialist—explains your core rights, outlines common employer violations, and provides step-by-step instructions for seeking help. It slightly favors employees while remaining strictly factual and sources only reliable authority such as the Texas Labor Code, Title VII of the Civil Rights Act of 1964, the Fair Labor Standards Act (FLSA), court opinions, and agency guidance from the Texas Workforce Commission (TWC) and Equal Employment Opportunity Commission (EEOC).
1. Understanding Your Employment Rights in Texas
1.1 At-Will Employment and Statutory Exceptions
Texas is an at-will employment state. Under the default rule, codified in caselaw such as Sabine Pilot Service v. Hauck, 687 S.W.2d 733 (Tex. 1985), either the employer or employee may terminate the employment relationship at any time for any legal reason—or no reason—unless a contract or statute provides otherwise. Important exceptions give Lewisville employees meaningful protections:
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Public-policy exception: An employer cannot fire a worker for refusing to perform an illegal act. (Sabine Pilot)
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Statutory exceptions: Discharge based on protected characteristics (race, color, religion, sex—including pregnancy—and national origin) violates Title VII and Chapter 21 of the Texas Labor Code (Texas Commission on Human Rights Act).
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Contractual exceptions: A written employment contract, collective-bargaining agreement, or employer policy manual with specific termination procedures may override at-will status.
1.2 Protected Characteristics and Activities
Texas employees—whether full-time, part-time, or seasonal—are protected from adverse action based on:
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Race, color, religion, sex (including sexual orientation, gender identity, and pregnancy under Bostock v. Clayton County, 140 S. Ct. 1731 (2020)), and national origin (Title VII; Tex. Labor Code § 21.051).
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Disability (Americans with Disabilities Act of 1990; Tex. Labor Code § 21.128).
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Age 40 or older (Age Discrimination in Employment Act; Tex. Labor Code § 21.101).
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Military service (Uniformed Services Employment and Reemployment Rights Act; Tex. Labor Code § 431).
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Whistleblowing protected under the Texas Whistleblower Act (for public employees) and federal laws like the Sarbanes-Oxley Act.
1.3 Wage & Hour Basics for Lewisville Employees
The Fair Labor Standards Act (FLSA) establishes the federal minimum wage ($7.25 per hour) and overtime pay at 1.5× the regular rate for hours over 40 in a workweek, unless a bona fide exemption applies. Texas Labor Code § 62 adopts the same minimum wage and delegates enforcement power to the TWC. Employers operating three or more vehicles or engaging in interstate commerce—a definition encompassing many Lewisville logistics companies—fall squarely within the FLSA. Employees must also receive timely paychecks on designated paydays, per Tex. Labor Code § 61.014.
2. Common Employment Law Violations in Texas
2.1 Unpaid Overtime and Misclassification
One of the most frequent complaints filed with the U.S. Department of Labor and TWC Wage and Hour Division involves employers misclassifying workers as "exempt" to avoid paying overtime. Under 29 C.F.R. § 541, employees must meet both the salary basis test and specific duties tests (executive, administrative, professional, computer, or outside sales). For example, warehouse supervisors in Lewisville distribution hubs who primarily perform manual labor but hold the title “manager” may still be entitled to overtime if they lack effective hiring/firing authority.
2.2 Discrimination and Harassment
Discrimination remains a pressing issue across Texas workplaces. In fiscal year 2022, the EEOC’s Dallas District—which covers Lewisville—received more than 7,000 charges. Common unlawful practices include:
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Refusing reasonable pregnancy accommodations despite Tex. Labor Code § 21.128.
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Sexually hostile work environments ignored by management.
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Ageist layoffs targeting workers aged 55 and older during corporate restructurings.
2.3 Retaliation
Retaliation is prohibited when an employee in good faith reports harassment, unsafe working conditions per OSHA, or unpaid wages. Both Title VII (§ 704(a)) and Tex. Labor Code § 21.055 make it unlawful to "mistreat an employee for engaging in protected activity" (e.g., filing an EEOC charge).
2.4 Wrongful Termination Under Texas Law
Because Texas is an at-will state, wrongful-termination claims focus on exceptions. Wrongful termination may occur when an employer:
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Fires an employee for jury duty participation (Tex. Labor Code § 52.051).
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Terminates for filing a workers’ compensation claim (Tex. Labor Code § 451.001).
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Retaliates for refusing to engage in unlawful conduct (Sabine Pilot exception).
3. Texas Legal Protections & Employment Laws
3.1 Texas Commission on Human Rights Act (TCHRA)
The TCHRA, codified at Tex. Labor Code Chapter 21, mirrors Title VII but applies to employers with 15 or more employees. The statute provides compensatory and punitive damages caps ranging from $50,000 to $300,000 based on employer size (§ 21.2585). Employees must first exhaust administrative remedies with the TWC Civil Rights Division or the EEOC.
3.2 Fair Labor Standards Act (FLSA) & Texas Payday Law
Besides overtime rules, the FLSA imposes record-keeping obligations and anti-retaliation provisions (§ 15(a)(3)). The Texas Payday Law (Tex. Labor Code Chapter 61) covers: timely wage payments, written payroll deductions authorization, and civil penalties of up to $1,000 per violation.
3.3 Family and Medical Leave Act (FMLA)
Eligible employees (12 months employment, 1,250 hours worked) at firms with 50 or more employees within 75 miles (capturing many firms in the DFW region) can take 12 weeks of unpaid leave for serious health conditions, birth or adoption, or qualifying exigencies for military families.
3.4 Statutes of Limitations
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EEOC/TWC discrimination charge: 300 days from the discriminatory act (Tex. Labor Code § 21.202); 180 days for certain federal claims if not dual-filed.
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FLSA unpaid wages/overtime: 2 years (3 years for willful violations) under 29 U.S.C. § 255(a).
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Texas Payday Law: 180 days after the date wages were due.
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Sabine Pilot wrongful discharge: 2 years per Tex. Civ. Prac. & Rem. Code § 16.003.
4. Steps to Take After Workplace Violations
4.1 Document Everything
Courts and agencies rely heavily on contemporaneous records. Employees should:
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Preserve emails, text messages, and voicemails that evidence discriminatory remarks or wage promises.
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Keep a journal noting dates, times, witnesses, and details of harassment or unpaid hours.
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Save pay stubs, schedules, and timecards; FLSA allows employees to present "reasonable inferences" of work performed when employer records are inadequate (Anderson v. Mt. Clemens, 328 U.S. 680 (1946)).
4.2 Internal Complaint Procedures
Many employers, such as the City of Lewisville and large private entities like Mary Kay Inc., have internal Human Resources policies. Employees should follow these to preserve rights and potentially resolve issues in-house. Filing an internal complaint can also insulate against retaliation.
4.3 File an EEOC or TWC Charge
Because Texas is a "deferral state," discrimination charges filed with the EEOC are automatically dual-filed with the TWC Civil Rights Division and vice versa. Steps:
Complete an EEOC Intake Questionnaire, or visit the EEOC Dallas District Office (207 S. Houston St., Dallas, TX 75202) approximately 25 miles from Lewisville. Alternatively, submit a charge to the Texas Workforce Commission Civil Rights Division.
- Sign and date the verified charge; request a copy for records.
After filing, the agency investigates, offers mediation, or issues a "right-to-sue" letter. Federal claims require suit within 90 days of receiving the right-to-sue; state claims must be filed within 60 days after the right-to-sue and before 2 years from the complaint date.
4.4 File a Wage Claim
For unpaid wages under $20,000, employees can file a wage claim through the TWC within 180 days. The TWC Wage and Hour Department in downtown Austin handles claims; however, forms can be mailed or filed online, reducing the need for Lewisville residents to travel.
5. When to Seek Legal Help in Texas
5.1 Complexity of Federal and State Overlap
Because many claims overlap—such as disability discrimination invoking both the ADA and Chapter 21—consulting an employment lawyer in Lewisville, Texas helps identify the most advantageous forum. Attorneys can evaluate damages, which may include:
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Back pay and front pay
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Compensatory damages for emotional distress
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Liquidated damages (double wages) for willful FLSA violations
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Punitive damages under Title VII and TCHRA (subject to statutory caps)
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Attorney’s fees and court costs
5.2 License Requirements and Finding Qualified Counsel
Only attorneys licensed by the State Bar of Texas may represent clients in Texas courts. Look for lawyers who dedicate a significant portion of their practice to employment law, maintain malpractice insurance, and possess good standing with no disciplinary history. Free consultations are common, allowing workers to gauge strategy without immediate financial commitment.
5.3 Contingency Fee Arrangements
Many employee-side attorneys accept cases on contingency, collecting fees only if they win or settle. Under Texas Disciplinary Rule 1.04, contingency agreements must be in writing, signed by the client, and clearly state how expenses are handled.
6. Local Resources & Next Steps for Lewisville Workers
6.1 Government and Non-Profit Agencies
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Workforce Solutions for North Central Texas – Denton County Workforce Center: 1300 Teasley Ln., Denton, TX 76205; offers job search help and unemployment assistance.
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OSHA Dallas Area Office: 1100 N. E. Loop 410, Dallas, TX 75244; complaints about workplace safety.
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Dallas-Fort Worth Chapter of the National Employment Lawyers Association (NELA–DFW): Directory of plaintiff-side attorneys.
6.2 Major Employers in Lewisville
Understanding the corporate landscape can help predict common labor issues:
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Mary Kay Inc. global manufacturing and R&D facility – cosmetics production, largely hourly workforce.
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Orthofix Medical Inc. headquarters – medical device design; professional exempt employees may face non-compete concerns.
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Multiple third-party logistics (3PL) warehouses along State Highway 121 and the I-35E corridor employ large numbers of forklift operators and pickers vulnerable to overtime abuse.
6.3 Checklist for Lewisville Employees
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Identify violation (e.g., unpaid overtime, discrimination).
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Collect evidence.
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Consult HR where safe.
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File timely administrative claim (EEOC/TWC or TWC wage claim).
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Call a licensed employment lawyer Lewisville Texas for evaluation.
Legal Disclaimer
This guide is for informational purposes only and does not constitute legal advice. Employment laws are complex and fact-specific. Consult a licensed Texas attorney to obtain advice regarding your individual 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.
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