Employment Law Guide for Workers in Plano, Texas

Introduction: Why Plano Employees Need to Understand Texas Employment Law

Plano, Texas is home to more than 285,000 residents and thousands of businesses ranging from Fortune 500 headquarters—such as Toyota Motor North America, JCPenney, and Frito-Lay—to rapidly growing technology start-ups clustered along the Dallas North Tollway and U.S. 75. With a vibrant labor market comes an equally diverse set of workplace challenges. Whether you are coding software in Legacy West, servicing clients at a financial firm near Granite Park, or working the production line in a nearby manufacturing plant, knowing your rights under Texas employment law can mean the difference between swift justice and missed opportunities.

Texas is an at-will employment state, meaning an employer may terminate an employee for any reason—or no reason—so long as the reason is not unlawful. However, both federal and state statutes carve out important exceptions, protecting Plano workers from discrimination, retaliation, unpaid wages, unsafe conditions, and more. This guide surveys the legal landscape, cites controlling statutes such as Title VII of the Civil Rights Act of 1964 and the Texas Labor Code, and provides Plano-specific resources so employees can act quickly if their rights are violated.

All information is drawn from authoritative sources, including the Texas Labor Code, Fair Labor Standards Act (FLSA), Americans with Disabilities Act (ADA), Texas Commission on Human Rights Act (TCHRA), court opinions such as Sabine Pilot Serv., Inc. v. Hauck, and official procedures from the Equal Employment Opportunity Commission (EEOC) and Texas Workforce Commission (TWC). Where deadlines and procedures differ, the shorter deadline has been used to help ensure employees preserve every claim.

Understanding Your Employment Rights in Texas

1. Texas’s At-Will Doctrine and Its Exceptions

Under the common-law at-will rule, codified in part by Texas case law, employers in Plano can generally discharge employees without cause. But four major exceptions create enforceable rights:

• Statutory Anti-Discrimination Protections – Title VII (42 U.S.C. § 2000e-2) and the Texas Labor Code §21.051 ban discrimination based on race, color, sex (including pregnancy, sexual orientation, and gender identity per recent EEOC guidance), national origin, religion, age (40+), disability, and genetic information.

• Retaliation Prohibitions – Both federal statutes and Texas Labor Code §21.055 forbid retaliation against an employee who files a discrimination charge, participates in an investigation, or opposes unlawful practices.

• Statutory Wage and Leave Rights – The FLSA (29 U.S.C. §201 et seq.) guarantees minimum wage and overtime pay, while the Family and Medical Leave Act (FMLA) protects eligible workers who take qualified unpaid leave.

• Sabine Pilot Public-Policy Exception – In Sabine Pilot Serv., Inc. v. Hauck, 687 S.W.2d 733 (Tex. 1985), the Texas Supreme Court recognized a narrow tort for wrongful termination when an employee is fired solely for refusing to perform an illegal act.

2. Wage and Hour Rights

The FLSA sets the federal minimum wage (currently $7.25/hour) and mandates overtime—time-and-a-half—for hours worked over 40 in a workweek, unless a bona fide exemption applies. Texas has adopted the federal standard (Texas Labor Code §62.051). Employers headquartered in Plano’s business corridors must also maintain accurate payroll records and provide final paychecks within six days of discharge (Texas Labor Code §61.014).

3. Workplace Safety

Under the federal Occupational Safety and Health Act (OSH Act) and corresponding state plans, Plano employees have the right to a workplace reasonably free from recognized hazards. Retaliation for reporting unsafe conditions is prohibited (29 U.S.C. §660(c)).

4. Accommodation for Disabilities and Religion

The ADA and Texas Labor Code §21.128 require employers with 15+ workers to provide reasonable accommodations to qualified employees with disabilities, unless doing so would impose an undue hardship. Comparable protections exist for sincerely held religious beliefs.

Common Employment Law Violations in Texas

Although most Plano employers strive to comply with the law, the following infractions appear frequently in EEOC and TWC dockets:

• Unpaid Overtime – Classifying hourly workers at telecom call centers as “independent contractors” to avoid overtime.

• Discriminatory Hiring and Promotions – Excluding qualified women or older workers from leadership tracks in tech companies along the 121 corridor.

• Retaliation for Whistleblowing – Terminating engineers who report safety or environmental violations at manufacturing facilities.

• Pregnancy Discrimination – Refusing light duty or medical leave accommodations to expectant mothers despite analogous accommodations to employees with injuries.

• Hostile Work Environment – Permitting repeated racial or sexual harassment in open office formats without timely remedial action.

Each of these scenarios can open the door to legal liability under state and federal laws, and employees often face strict filing deadlines.

Texas Legal Protections & Employment Laws

1. Anti-Discrimination Statutes

• Title VII of the Civil Rights Act (42 U.S.C. § 2000e) – Applies to employers with 15+ employees; prohibits discrimination and mandates an EEOC charge within 180 days (extended to 300 days if TWC is a co-agencies, but employees should file within 180 days to be safe).

• Texas Commission on Human Rights Act (TCHRA) – Texas Labor Code Chapter 21 mirrors Title VII protections, requires filing with the TWC Civil Rights Division within 180 days of the adverse act.

• Americans with Disabilities Act (ADA) – Protects disabled employees and applicants; integrated accommodation and retaliation provisions.

• Age Discrimination in Employment Act (ADEA) – Protects workers age 40 and older; 180-day EEOC filing rule applies.

2. Wage and Hour Laws

• Fair Labor Standards Act (FLSA) – Two-year statute of limitations (three years if employer’s violation is willful). Claims are filed in federal court or resolved by the U.S. Department of Labor. Plano’s large restaurant and retail sectors often present tipped-wage questions; the FLSA allows a tip credit but only if employees keep all tips except valid tip pools.

• Texas Payday Law (Texas Labor Code Chapter 61) – Allows employees to file a wage claim with the TWC within 180 days after the wages were due.

3. Wrongful Termination Torts

• Sabine Pilot Claim – Two-year statute of limitations from termination date. The employee must show the sole reason for discharge was refusal to commit an illegal act.

• Workers’ Compensation Retaliation – Texas Labor Code §451.001 prohibits firing an employee for filing or assisting in a workers’ compensation claim; two-year limitation.

4. Leave and Benefits

• Family and Medical Leave Act (FMLA) – Covers employers with 50+ employees within 75 miles of a worksite and provides eligible employees up to 12 weeks of unpaid, job-protected leave.

• Uniformed Services Employment and Reemployment Rights Act (USERRA) – Grants military service members reemployment rights and bans discrimination.

5. Attorney Licensing and Fee-Shifting

Only attorneys licensed by the State Bar of Texas may represent clients in Texas courts. Several employment statutes—including Title VII, ADA, and FLSA—permit prevailing employees to recover reasonable attorney’s fees (42 U.S.C. §1988; 29 U.S.C. §216(b)), reducing the up-front cost for workers pursuing claims.

Steps to Take After Workplace Violations

1. Document Everything

Maintain contemporaneous records: emails, performance reviews, time-clock entries, text messages, and witness names. This evidence can prove invaluable during agency investigations or litigation.

2. Use Internal Complaint Mechanisms

Many Plano employers—particularly national corporations—have policies requiring prompt reporting to HR. Filing an internal complaint can (a) stop ongoing misconduct, (b) build a retaliation claim if the employer responds negatively, and (c) satisfy the Ellerth/Faragher defense requirements under Title VII.

3. File with the EEOC or TWC

Discrimination, retaliation, and harassment claims must first be filed with an administrative agency.

• Where – The closest EEOC office is in Dallas at 207 S. Houston Street, Suite 600; TWC Civil Rights Division offices are in Austin but accept electronic filings.

• Deadline – 180 days from the adverse action for both EEOC and TWC.

• Process – Submit an intake questionnaire, receive a charge number, and cooperate with the agency’s investigation. If unresolved, request a Right-to-Sue letter (EEOC) or Notice of Complainant’s Right to File Civil Action (TWC).

4. Wage Claims with the TWC or U.S. DOL

Within 180 days of unpaid wages, employees may file a Texas Payday Law claim online or by mail. For FLSA overtime, contact the Wage and Hour Division of the U.S. Department of Labor or file directly in federal court.

5. Consult a Licensed Texas Employment Attorney

Because statutes of limitation are short and procedural traps abundant, professional legal advice ensures that all potential claims stay alive.

When to Seek Legal Help in Texas

Employment lawyer plano texas searches spike after mass layoffs, mergers, or new company relocations—events common to Plano’s dynamic economy. Consider speaking to counsel when:

• You receive a severance agreement containing a release of Title VII or ADEA claims (federal law mandates 21–45 days to consider such releases depending on circumstances).

• You suspect systemic discrimination, e.g., patterns of unequal pay revealed after a reorganization.

• You are placed on a Performance Improvement Plan (PIP) shortly after making a protected complaint.

• You are a high-level executive with complex non-compete or stock-option issues covered by Texas Business & Commerce Code §15.50.

Texas employment attorneys usually offer contingency, hourly, or hybrid fee structures. Up-front consultations help clarify deadlines, evidence, and damages models (back pay, front pay, compensatory and punitive damages within the statutory caps set by 42 U.S.C. §1981a(b)(3)).

Local Resources & Next Steps for Plano Workers

Government Agencies

Texas Workforce Commission – Employee Rights EEOC Dallas District Office OSHA Texas Area Offices

Courthouses Serving Plano

• Federal – U.S. District Court, Eastern District of Texas (Plano cases often filed in the Sherman Division, 7940 Preston Road, Plano).

• State – Collin County District Courts, 2100 Bloomdale Rd, McKinney (civil disputes over $200).

Worker-Focused Organizations

• Workers Defense Project (Dallas office) – Assists low-wage workers with wage theft and safety concerns.

• Equal Justice Center – Provides legal help in wage and employment matters regardless of immigration status.

Statute of Limitations Quick Reference

• EEOC/TWC Discrimination: 180 days

• FLSA Overtime: 2 years (3 if willful)

• Texas Payday Claim: 180 days

• Sabine Pilot Wrongful Termination: 2 years

• Workers’ Comp Retaliation: 2 years

Next Steps

• Mark the earliest applicable deadline on your calendar.

• Organize evidence and witness lists.

• Contact a qualified Plano employment lawyer without delay.

Conclusion

Plano’s booming economy provides abundant opportunities—but also breeds unique workplace disputes. Knowing foundational rights under the FLSA, Title VII, TCHRA, and Texas Labor Code is the first step toward protecting yourself from unpaid wages, discrimination, and wrongful termination. Act promptly, document thoroughly, and seek experienced counsel to level the playing field.

Legal Disclaimer: This guide is for informational purposes only and does not constitute legal advice. Consult a licensed Texas attorney regarding your specific 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.