Employment Law Guide for Workers | Lewisville, Texas

Introduction: Employment Law in Lewisville, Texas

Lewisville sits at the northern edge of the Dallas–Fort Worth Metroplex and is home to large distribution centers, technology firms, healthcare providers such as Medical City Lewisville, and numerous service-sector employers. According to U.S. Census data, roughly 60,000 individuals are employed within the city limits, many commuting from nearby communities via Interstate 35E or the Denton County Transportation Authority rail line. Whether you package goods at a warehouse off SH 121, develop software in the Vista Ridge business corridor, or serve customers in Old Town Lewisville, you are protected by a framework of state and federal employment laws. This guide explains those protections, the most common workplace violations our neighbors report, and the exact steps Lewisville workers can take to preserve their rights. Although Texas is generally considered employer-friendly, employees in Lewisville still have powerful remedies under the Texas Labor Code, the Fair Labor Standards Act (FLSA), Title VII of the Civil Rights Act, and related statutes. Because timing is critical—some complaints must be filed within 180 days—understanding your options early can mean the difference between recovery and losing valuable claims altogether.

Understanding Your Employment Rights in Texas

1. At-Will Employment—and Its Limits

Texas follows the at-will doctrine, meaning an employer may terminate an employee for any lawful reason—or no reason—without advance notice. However, four principal exceptions protect Lewisville workers:

• Statutory Protections: Discharges motivated by race, color, religion, sex (including pregnancy, sexual orientation, and gender identity), national origin, age (40+), disability, genetic information, or military status violate Texas Labor Code §§21.051–.055 and Title VII.

• Public Policy Exception: The Texas Supreme Court’s landmark decision in Sabine Pilot Serv., Inc. v. Hauck, 687 S.W.2d 733 (Tex. 1985) forbids firing someone solely for refusing to commit an illegal act.

• Contractual Rights: Written employment contracts, collective-bargaining agreements, or policy manuals with explicit progressive-discipline language may override at-will status.

• Retaliation Prohibitions: Employers may not retaliate for protected activities such as filing a safety complaint with OSHA, requesting FMLA leave, or reporting discrimination to the EEOC.

2. Core Federal Rights

Federal statutes apply throughout Texas:

• FLSA guarantees a federal minimum wage ($7.25/hour) and overtime at 1.5× the regular rate after 40 hours per week.

• ADA requires reasonable accommodations for qualified workers with disabilities, unless doing so would cause undue hardship.

• Family and Medical Leave Act (FMLA) grants up to 12 unpaid weeks of protected leave for serious health conditions, new child bonding, or covered military exigencies, provided the employer has 50+ workers within 75 miles.

Common Employment Law Violations in Texas

1. Wage & Hour Abuse

In Lewisville’s logistics and service sectors, unpaid overtime and off-the-clock work are frequent complaints. Under the FLSA, a non-exempt employee who works through meal breaks or is required to take work calls after hours must be compensated. Willful wage violations carry a three-year statute of limitations (29 U.S.C. §255(a)).

2. Misclassification of Independent Contractors

Some gig-economy and oil-field support workers are misclassified, depriving them of overtime and tax protections. The U.S. Department of Labor’s economic-realities test and the Internal Revenue Service’s 20-factor test determine true status.

3. Discrimination & Harassment

Discrimination based on any protected trait violates Texas Labor Code Chapter 21 and Title VII. Supervisory harassment that creates a hostile work environment can make an employer liable if not promptly remedied. Workers must usually file with the EEOC or the Texas Workforce Commission Civil Rights Division (TWC-CRD) within 300 or 180 days respectively of the discriminatory act.

4. Retaliation

Texas and federal laws prohibit retaliation for engaging in protected activities, such as filing a wage complaint or cooperating in an EEOC investigation. Retaliation claims follow the same administrative deadlines as the underlying discrimination claim.

5. Wrongful Termination in Violation of Public Policy

Firing an employee for refusing illegal conduct—like falsifying emission records at a manufacturing plant—creates a Sabine Pilot claim, which carries a two-year statute of limitations under Tex. Civ. Prac. & Rem. Code §16.003.

Texas Legal Protections & Employment Laws

Key Statutes Protecting Lewisville Workers

• Texas Labor Code Chapter 21 (Texas Commission on Human Rights Act): Mirrors many Title VII protections but applies to employers with 15+ employees; covers race, color, disability, religion, sex, national origin, age, and genetic information.

• Texas Payday Law (Tex. Labor Code §§61.001–.095): TWC enforces timely payment of earned wages, including commissions.

• Occupational Safety and Health Act (OSHA): While federal, OSHA standards are enforced statewide to assure a safe workplace; retaliation complaints must be filed within 30 days.

• Uniformed Services Employment and Reemployment Rights Act (USERRA): Protects service members’ jobs and benefits.

Statutes of Limitations Snapshot

• EEOC/TWC-CRD discrimination charge: 180 days (state) / 300 days (federal) from the adverse action.

• FLSA unpaid wages: 2 years (3 years if willful).

• Texas Payday Law wage claim: 180 days from the date wages were due.

• Sabine Pilot wrongful discharge: 2 years.

• Workers’ compensation retaliation (Tex. Labor Code §451.001): 2 years.

Texas Administrative Agencies

The Texas Workforce Commission handles wage claims, unemployment insurance appeals, and state discrimination complaints. The EEOC Dallas District Office (covering Denton County) enforces federal anti-discrimination laws. Coordination agreements allow filing with either agency to satisfy both sets of deadlines.

Steps to Take After Workplace Violations

1. Document Everything

Immediately record dates, times, names of witnesses, and keep copies of pay stubs, performance reviews, and electronic communications. Preserve evidence on a personal device—not the employer’s computer—because company property may be wiped upon termination.

2. Use Internal Procedures

Many Lewisville employers—especially larger ones like UPS or Mary Kay—publish anti-harassment policies. Follow the reporting chain (e.g., supervisor ➜ HR ➜ ethics hotline) to give the company a chance to fix the problem. Under the Faragher–Ellerth defense, failure to use internal remedies can reduce or bar recovery in harassment cases.

3. File Administrative Charges Timely

Discrimination: Submit an intake questionnaire to the EEOC Dallas office or online. The EEOC will dual-file with TWC-CRD if requested. Deadline: 300 days. Wage Claims: File an online Payday Law claim with the TWC. For federal wage suits, you may proceed directly to court, but sending a DOL complaint can trigger agency mediation. Deadline: 180 days (TWC) or 2–3 years (court).

• OSHA Retaliation: Contact OSHA Region VI within 30 days.

4. Seek Reasonable Accommodation (ADA)

Request in writing, identify the limitation, and suggest accommodations. Employers must engage in an interactive process.

5. Consult an Employment Lawyer Early

A Texas-licensed attorney can evaluate claims, negotiate severance, and file litigation in the Northern District of Texas or Denton County District Court. Attorneys’ fees are often recoverable under Title VII and the FLSA.

When to Seek Legal Help in Texas

Consult counsel when:

• You are about to sign a non-compete or severance agreement.

• You have been terminated after complaining of illegal activity.

• HR delays or dismisses credible discrimination reports.

• Wage theft exceeds a few hundred dollars or involves multiple employees (collective action).

• You approach statutory deadlines.

Texas lawyers must be licensed by the State Bar of Texas; many focus on management, so employee-side representation can be limited. Check for Board Certification in Labor and Employment Law and verify standing on the State Bar’s website.

Local Resources & Next Steps

• Workforce Solutions for North Central Texas – Denton County, 1300 Teasley Ln., Denton, TX 76205. Offers job services, veteran programs, and TWC connections.

• EEOC Dallas District Office, 207 S. Houston St., 3rd Floor, Dallas, TX 75202 (serves Lewisville).

• Legal Aid of NorthWest Texas – Denton Branch; limited representation for qualifying low-income workers.

• City of Lewisville Human Resources Department (for municipal employees) at 151 W. Church St., Lewisville, TX 75057.

Major private employers in the area—Sysco, Orthofix, Nationstar Mortgage—often have structured grievance procedures. Smaller startups along the DFW high-tech corridor may lack formal HR; documenting issues is even more critical in those settings.

Finally, keep an eye on fast-changing federal rules, such as the U.S. Department of Labor’s proposed salary-threshold increase for overtime and recent NLRB decisions expanding concerted-activity protections for non-union workers.

Authoritative External Resources

Texas Labor Code Chapter 21 Fair Labor Standards Act Overview EEOC Charge Filing Process Texas Workforce Commission Civil Rights Division complaint information

Legal Disclaimer

The information in this guide is provided for educational purposes only and does not constitute legal advice. Employment law is fact-specific, and results vary. You should consult a licensed Texas attorney regarding your particular 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.