Employment Law Guide for Workers in Rowlett, Texas

Introduction: Why Employment Law Matters in Rowlett, Texas

Rowlett, Texas sits on the eastern edge of Dallas County, a short drive from the telecom corridor of Richardson, the logistics hubs in Garland, and the rapidly expanding health-care facilities along Lake Ray Hubbard. Whether you clock in at one of Rowlett’s medical clinics, commute to a technology campus in Plano, or work remotely from home for a Houston-based oilfield services company, you are protected by a network of federal and Texas employment laws. Understanding those rights is the first step toward preventing—or remedying—workplace abuse. This guide is written for employees and job seekers in Rowlett who want a clear, fact-checked roadmap, slightly tilted in favor of worker protection while remaining strictly accurate under Texas and federal law.

Texas’s pro-business reputation and at-will employment doctrine sometimes lead employees to believe they have few legal options. In reality, statutes such as Title VII of the Civil Rights Act of 1964, the Fair Labor Standards Act (FLSA), the Americans with Disabilities Act (ADA), and Chapter 21 of the Texas Labor Code (also known as the Texas Commission on Human Rights Act or TCHRA) offer robust remedies. Complaints can be filed locally through the Texas Workforce Commission (TWC) Civil Rights Division, which has a work-sharing agreement with the U.S. Equal Employment Opportunity Commission (EEOC). Because strict filing deadlines apply, learning the rules before problems escalate is critical.

Understanding Your Employment Rights in Texas

The At-Will Doctrine & Key Exceptions

Like most states, Texas presumes that employment is at will: an employer or employee may terminate the relationship at any time for any lawful reason or no reason at all (East Line & R.R.R. v. Scott, 72 Tex. 70 (1888)). However, several exceptions give employees meaningful leverage:

• Statutory Protections: Termination cannot violate anti-discrimination laws (e.g., Title VII, ADA, TCHRA) or wage statutes (FLSA).

• Public Policy Exception: Under Sabine Pilot Service, Inc. v. Hauck, 687 S.W.2d 733 (Tex. 1985), an employer may not fire an employee solely for refusing to perform an illegal act.

• Contractual Obligations: Written contracts, collective bargaining agreements, or stock option plans can override at-will status if they specify just-cause termination standards.

Core Federal & State Rights

• Anti-Discrimination: Protected characteristics include race, color, national origin, sex (including pregnancy and LGBTQ+ status under Bostock v. Clayton County, 140 S.Ct. 1731 (2020)), religion, age (40+), disability, and genetic information.

• Wage & Hour: Non-exempt employees must receive at least $7.25 per hour federal minimum wage and overtime at 1.5 times the regular rate for hours worked over 40 in a workweek (29 U.S.C. §§ 206-207).

• Leave Rights: Eligible employees at worksites with 50+ employees within 75 miles are entitled to up to 12 weeks of unpaid, job-protected leave under the Family and Medical Leave Act (FMLA).

• Workplace Safety: Occupational Safety and Health Act (OSHA) gives employees the right to a hazard-free workplace and protection from retaliation for safety complaints.

• Whistleblower Protections: Public employees are protected by the Texas Whistleblower Act, and private-sector workers have federal safeguards under laws such as the Sarbanes-Oxley Act and the Surface Transportation Assistance Act.

Statutes of Limitations (Deadlines)

• Discrimination (TCHRA/EEOC): 180 days from the adverse action to file with TWC or EEOC; extended to 300 days if only federal claims are asserted.

• FLSA Wage Claims: Two years; three years if the violation is willful (29 U.S.C. § 255).

• Retaliatory Discharge under Sabine Pilot: Two years under Tex. Civ. Prac. & Rem. Code § 16.003.

• Workers’ Compensation Retaliation (Texas Labor Code § 451): Two years from the date of discharge.

Common Employment Law Violations in Texas

1. Unpaid Overtime or Misclassification

Rowlett’s proximity to distribution centers and e-commerce warehouses means many residents work swing or overnight shifts. Employers sometimes misclassify line leads as “exempt supervisors” to avoid overtime. The FLSA’s duties tests, not job titles, determine exemption. Employees who spend most of their time doing manual labor generally remain non-exempt even if they oversee a small team.

2. Discrimination & Harassment

Complaints filed with the TWC Civil Rights Division show race and sex remain the top two bases statewide. Harassment can be verbal, physical, or written (including texts and Slack messages). Employers are strictly liable for supervisor harassment resulting in a tangible employment action (e.g., demotion, termination).

3. Retaliation for Reporting Safety Issues

Dallas County OSHA Area Office has cited several manufacturing facilities in the last five years for failing to provide personal protective equipment. Employees who report hazards to OSHA or raise concerns internally are protected from adverse action. Retaliation claims often succeed even when the underlying safety complaint proves unfounded, as long as the employee had a reasonable belief of danger.

4. Wrongful Termination for Medical Leave

The FMLA applies to many medical staff at Baylor Scott & White Medical Center – Lake Pointe (located just south of Rowlett). Terminating a nurse for taking approved FMLA leave can lead to reinstatement, back pay, and liquidated damages.

5. Failure to Accommodate Disabilities

Under the ADA and TCHRA, employers with 15+ employees must provide reasonable accommodations unless it poses an undue hardship. Common examples include modified work schedules, ergonomic equipment, or unpaid leave beyond FMLA time. Ignoring an accommodation request violates the “interactive process” requirement.

Texas Legal Protections & Employment Laws Explained

Title VII and the Texas Commission on Human Rights Act (TCHRA)

Both prohibit workplace discrimination but differ slightly in coverage and remedies. TCHRA mirrors Title VII yet covers employers with as few as 15 employees, extends to sexual orientation and gender identity per agency guidance, and allows the TWC to conduct investigations.

• Damages Caps: Title VII caps compensatory and punitive damages based on employer size ($50,000–$300,000). TCHRA follows the same structure (Tex. Lab. Code § 21.2585).

• Administrative Exhaustion: A charge must be filed with TWC or EEOC before suing. Failure to exhaust bars the claim (Prairie View A&M Univ. v. Chatha, 381 S.W.3d 500 (Tex. 2012)).

Fair Labor Standards Act (FLSA)

The FLSA sets minimum wage and overtime nationwide. It also requires employers to maintain accurate time and pay records for at least three years. Texas has no state minimum wage, so federal rates apply (Tex. Lab. Code § 62.051).

Texas Payday Law

Found in Tex. Lab. Code Chapter 61, this law lets employees file wage claims under $20,000 with the TWC within 180 days of the violation. While it doesn’t cover overtime, it is often faster and cheaper than federal court for straightforward unpaid wage claims such as final paychecks or commissions.

Workers’ Compensation Retaliation (Tex. Lab. Code § 451)

Employers may not discharge or discriminate against employees for filing a workers’ compensation claim, hiring a lawyer, or testifying in a comp proceeding. Successful plaintiffs can recover lost wages and reinstatement.

Texas Workforce Commission (TWC) Procedures

The TWC Civil Rights Division and Wage & Hour Division act as the state’s first line of enforcement. After a charge is filed, TWC will:

• Serve the employer within 10 days.

• Investigate, which may include document requests and interviews.

• Issue a Determination & Dismissal, Right-to-Sue letter, or attempt conciliation.

If no agreement is reached, employees may sue in state or federal court within 60 days of the letter (discrimination) or within two years of the wage award (payday claims).

EEOC Overview

The EEOC enforces federal anti-discrimination statutes. Dallas District Office maintains jurisdiction over Rowlett claims. Dual filing with TWC counts for both agencies, preserving state and federal rights.

Steps to Take After Workplace Violations

1. Document Everything

• Save pay stubs, timesheets, emails, and text messages to a personal (not company) device.

• Keep a contemporaneous journal noting dates, times, and witnesses.

2. Follow Internal Complaint Policies

Most handbooks require reporting harassment or pay issues to HR or a supervisor. Timely internal complaints can strengthen your case and sometimes stop misconduct without litigation. Under Faragher/Ellerth defenses, failure to report may reduce damages.

3. File Administrative Charges Promptly

As soon as discrimination occurs, mark your calendar for the 180-day deadline to file with the TWC or EEOC. Wage claims under the FLSA should be filed within two years, but earlier complaints help preserve evidence.

4. Consider Mediation

TWC and EEOC both offer free mediation. Many Rowlett employers prefer early settlement to avoid costly litigation and negative publicity.

5. Consult a Qualified Employment Lawyer

Complex claims—especially those involving retaliation, multiple statutes, or class allegations—benefit from counsel. Lawyers can calculate damages, preserve electronic evidence, and navigate procedural traps.

When to Seek Legal Help in Texas

Red Flags That Warrant Immediate Counsel

• You were fired within days of reporting discrimination or a safety hazard.

• Your employer hands you a “last chance agreement” or severance package that includes a broad release of claims.

• You suspect misclassification as an independent contractor or exempt employee.

• HR refuses to accept your medical restrictions or FMLA paperwork.

How Texas Attorneys Are Licensed

All lawyers practicing in Texas must be licensed by the State Bar of Texas and remain in good standing. Ethical rules are found in the Texas Disciplinary Rules of Professional Conduct. To advertise specialty in labor or employment law, attorneys may seek certification from the Texas Board of Legal Specialization (TBLS). When screening potential counsel, verify licensure at TexasBar.com Attorney Search.

Fee Structures

• Contingency Fees: Common for wage, discrimination, and retaliation cases; attorney collects a percentage of recovery.

• Hourly Fees: Typical for executive contract review or defense of non-compete agreements.

• Hybrid: Reduced hourly rate plus contingency bonus.

Local Resources & Next Steps

Rowlett & Dallas-Area Agencies

• TWC North Texas Workforce Center – Garland: 217 N. 10th St., Garland, TX 75040 (approx. 8 miles from Rowlett). Offers claim intake, job search assistance, and workshops.

• EEOC Dallas District Office: 207 S. Houston St., 3rd Floor, Dallas, TX 75202. Handles discrimination charges for Dallas County.

• OSHA Dallas Area Office: 1100 Commerce St., Room 6B7, Dallas, TX 75242. Safety complaints can be filed online or by phone within 30 days of retaliation.

• Legal Aid of NorthWest Texas: Provides free employment law clinics for low-income workers (eligibility required).

Major Employers Near Rowlett

Understanding your employer’s size helps determine coverage under various statutes:

• City of Rowlett – ~600 employees (public entity; subject to Texas Whistleblower Act).

• Baylor Scott & White Medical Center – Lake Pointe – 1,000+ employees (covered by FMLA, ADA, Title VII).

• FedEx Ground (Garland hub) – 500+ employees (subject to FLSA and OSHA).

Preparing for a Consultation

• Organize documents chronologically.

• Create a concise timeline of events.

• List potential witnesses and their contact information.

• Bring recent performance evaluations to counter pretextual discipline.

Authoritative External Resources

Texas Commission on Human Rights Act – Chapter 21 EEOC Charge Filing Process U.S. Department of Labor FLSA Overview Texas Workforce Commission – Filing a Wage Claim

Legal Disclaimer

This guide provides general information for educational purposes only and does not constitute legal advice. Laws change, and their application can vary based on specific facts. Consult a licensed Texas employment attorney regarding your unique 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.