Employment Law & Texas Minimum Wage – Garland, Texas Guide

Introduction: Why Garland, Texas Workers Need an Employment Law Guide

Sitting northeast of Dallas, Garland, Texas is home to more than 240,000 residents and a diversified economy that includes manufacturing, technology, healthcare, and logistics. Whether you are clocking in at the Kraft Heinz plant off Forest Lane, writing code for a telecom start-up near the President George Bush Turnpike, or serving customers along Broadway, you rely on strong garland workplace rights to protect your pay and job security. Yet many workers remain unsure about how Texas minimum wage law, federal statutes, and the state’s at-will employment doctrine intersect. This comprehensive guide—written for employees but firmly rooted in statute—explains key protections, common violations, and concrete next steps under Texas employment law.

Understanding Your Employment Rights in Texas

At-Will Employment—and Its Exceptions

Texas is an at-will state, meaning an employer may terminate an employee for any reason or no reason at all—except when that reason is prohibited by law or contract. Statutory exceptions include discrimination under Title VII of the Civil Rights Act of 1964 (42 U.S.C. § 2000e), retaliation for filing a workers’ compensation claim (Texas Labor Code § 451.001), or reporting illegal activities under the Texas Whistleblower Act (Texas Gov’t Code § 554.002). A written employment contract, collective bargaining agreement, or public-policy exception (e.g., refusing to engage in illegal conduct) can also override pure at-will rules.

Texas Minimum Wage Basics

The Texas Minimum Wage Act (Texas Labor Code Chapter 62) adopts the federal minimum wage established by the Fair Labor Standards Act (FLSA), currently $7.25 per hour. Many Garland service-industry employees rely on tips, and under 29 U.S.C. § 203(m) employers may credit up to $5.12 in tips toward the minimum wage, provided workers receive at least $2.13 per hour in cash wages and earn enough tips to reach $7.25. If tips fall short, the employer must make up the difference.

Key rights include:

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

• No Waiver: You cannot waive your minimum-wage or overtime rights, even voluntarily.

• Payroll Deductions: Texas Labor Code § 61.018 restricts deductions that would cut pay below minimum wage without a worker’s written consent.

Anti-Discrimination Protections

Title VII, the Americans with Disabilities Act (42 U.S.C. § 12101 et seq.), the Age Discrimination in Employment Act, and the Texas Commission on Human Rights Act (Texas Labor Code Chapter 21) bar adverse employment actions based on race, color, sex (including pregnancy and LGBTQ+ status per Bostock v. Clayton County), national origin, religion, disability, or age (40+). These protections apply to Garland employers with 15 or more employees (20 for age discrimination claims) and cover hiring, pay, promotions, discipline, and termination.

Common Employment Law Violations in Texas

Even conscientious employers sometimes stumble. Below are violations frequently reported to the Texas Workforce Commission (TWC) and the U.S. Equal Employment Opportunity Commission (EEOC).

Misclassification of Employees as Independent Contractors When a Garland delivery driver or software tester is labeled a 1099 contractor but performs core business tasks subject to company control, they may be owed overtime and employment benefits. Courts apply multi-factor tests (e.g., economic-realities test) under the FLSA. Off-the-Clock Work Hourly workers at Garland’s distribution centers sometimes undergo unpaid security screenings or mandatory prep meetings. If those activities are integral to the job, the time must be compensated. Tip Pooling Violations Cooks or managers cannot share in a tip pool if it drives tipped employees below minimum wage, per 29 C.F.R. § 531.54. Retaliation for Reporting Safety or Wage Issues Retaliation claims make up nearly 55% of EEOC charges in Texas. Protected activities include filing a wage complaint with TWC and requesting disability accommodations. Discriminatory Layoffs or Terminations Cutting the only 60-year-old machinist during a reduction in force, when younger, less experienced employees are kept, may indicate age bias in violation of ADEA.

Statute of Limitations Snapshot

• Unpaid wage claims to TWC: 180 days from the date wages were due (Texas Labor Code § 61.051).

• Federal FLSA wage suit: generally 2 years, or 3 years for willful violations (29 U.S.C. § 255).

• Discrimination charge (Title VII/ADA/ADEA) with EEOC/TWC Civil Rights Division: 300 days if filed with both agencies; otherwise 180 days.

• Workers’ compensation retaliation: 2 years (Texas Labor Code § 451.003).

Texas Legal Protections & Employment Laws

Federal Statutes That Apply in Garland Workplaces

While Texas law often mirrors federal law, key federal statutes provide the backbone of workplace rights:

• Fair Labor Standards Act (FLSA) – Governs minimum wage and overtime across all states.

• Family and Medical Leave Act (FMLA) – Grants qualifying employees up to 12 weeks of unpaid, job-protected leave.

• Occupational Safety and Health Act (OSHA) – Requires safe working conditions; Garland factories fall under federal OSHA jurisdiction (Texas does not have a state OSHA plan).

• Uniformed Services Employment and Reemployment Rights Act (USERRA) – Protects reservists and National Guard members employed in Garland.

Texas-Specific Statutes

Texas supplements federal law with its own labor code and regulations:

• Texas Payday Law (Labor Code Chapter 61): Requires on-time payment and authorizes TWC to investigate complaints.

• Texas Minimum Wage Act (Labor Code Chapter 62): Adopts federal rate but allows additional recordkeeping requirements.

• Texas Commission on Human Rights Act (Labor Code Chapter 21): Mirrors Title VII, creating concurrent state authority.

• Workers’ Compensation Anti-Retaliation (Labor Code § 451): Bars punishing employees for filing comp claims.

How Garland’s Local Economy Shapes Employment Issues

Large manufacturers such as Ecolab, Hatco, and General Dynamics contribute to a high volume of hourly production employment. Seasonal hiring surges around the Firewheel Town Center retail district mean many part-time positions with tip credits and fluctuating schedules. Understanding whether you are non-exempt under FLSA or subject to overtime exceptions (e.g., computer professional exemption under 29 C.F.R. § 541.400) is critical.

Steps to Take After Workplace Violations Occur

1. Document Everything

Maintain copies of pay stubs, schedules, emails, and text messages. Under Texas Labor Code § 62.0515, employers must keep payroll records for at least three years, but employees should preserve their own evidence.

2. Internal Complaint Channels

Review your employer’s handbook. Many Garland companies—particularly those subcontracting for Dallas Area Rapid Transit—require you to report harassment to HR before outside agencies will investigate. Filing internally also demonstrates good-faith efforts, which can influence damages.

3. File with the Texas Workforce Commission or EEOC

For wage claims of $5,000 or less, submitting a Wage Claim to TWC is often faster than going directly to federal court. Discrimination charges may be dual-filed with TWC’s Civil Rights Division and EEOC’s Dallas District Office (located only 15 miles from downtown Garland).

How to file:

Complete the online form or mail a signed charge (EEOC filing steps).

• Include detailed facts and relevant dates.

• Keep copies; the agencies will notify your employer within 10 days.

4. Preserve Deadlines

Missing a deadline can bar your claim. Use certified mail or the EEOC Public Portal to timestamp submissions. Consider consulting an employment lawyer garland texas early to ensure compliance.

When to Seek Legal Help in Texas

Complex Claims Benefit from Counsel

If you allege unpaid overtime for a team of 25 warehouse workers, or face retaliation for reporting OSHA violations, an attorney can:

• Calculate back-pay, liquidated damages, and attorney’s fees under FLSA § 216(b).

• Draft a Charge of Discrimination that meets Title VII pleading standards.

• Negotiate private settlements or mediate via TWC’s Alternative Dispute Resolution program.

Texas Attorney Licensing Rules

Only lawyers licensed by the State Bar of Texas may provide legal advice or appear in Texas state courts. Out-of-state attorneys must obtain pro hac vice approval and associate with local counsel. Before hiring, verify disciplinary history through the State Bar of Texas Lawyer Directory.

Fee Structures

Many plaintiff-side employment lawyers offer contingency or hybrid arrangements. Under FLSA and Title VII, prevailing employees can recover reasonable attorney’s fees from the employer, reducing out-of-pocket risk for workers.

Local Resources & Next Steps

• TWC Workforce Solutions Greater Dallas – Garland Office: 217 N. Tenth Street, Garland, TX 75040. Offers job placement and wage-claim assistance.

• EEOC Dallas District Office: 207 S. Houston St., 3rd Floor, Dallas, TX 75202. Serves Garland residents for discrimination filings.

• OSHA Area Office – Dallas: 1100 Commerce St., Room 731, Dallas, TX 75242.

• Garland Chamber of Commerce: Links to employer handbooks and local HR events; useful for networking after wrongful termination.

• Legal Aid of Northwest Texas: Provides limited employment representation for low-income workers in Garland.

Action Checklist

• Review pay records and pinpoint violations.

• File timely complaints with TWC or EEOC.

• Consult an employment lawyer garland texas if you suspect retaliation.

• Prepare for mediation or litigation; gather witnesses.

• Follow up on unemployment benefits if terminated without cause (Texas Labor Code Chapter 207).

Legal Disclaimer: This guide provides general information for Garland, Texas workers. It is not legal advice. Laws may change, and results vary by facts. Always consult a licensed Texas employment attorney about 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.