Employment Law & Texas Minimum Wage Guide – Laredo, Texas

Introduction: Why Employment Law Matters in Laredo, Texas

From the busy warehouses along IH-35 to the bustling international bridges that connect Laredo with Nuevo Laredo, thousands of employees power the city’s international trade, oil-field supply, agriculture, and retail sectors every day. Whether you earn the Texas minimum wage at a downtown taquería or supervise cross-border logistics at a Fortune 500 distribution hub, understanding your laredo workplace rights can mean the difference between a stable career and lost wages. Texas follows an at-will employment model, yet both state and federal statutes—including the Texas Labor Code Chapter 62 (minimum wage), the Fair Labor Standards Act (FLSA), and Title VII of the Civil Rights Act—create enforceable protections for workers.

This guide—written by an employment law content specialist for Texas—walks Laredo employees through key rights, deadlines, and practical steps if you suspect your employer crossed the legal line.

1. Understanding Your Employment Rights in Texas

1.1 The Texas Minimum Wage

Texas adopts the federal minimum wage under FLSA—currently $7.25 per hour—through Texas Labor Code § 62.051. No city in Texas, including Laredo, may set a higher local minimum wage for private employers, although federal contractors on certain projects can be subject to higher Davis-Bacon or Service Contract Act rates.

• Tipped employees: Employers may take a tip credit up to $5.12, meaning cash pay as low as $2.13/hour so long as tips bring the worker to at least $7.25/hour. Texas Labor Code § 62.052.

• Overtime eligibility: Non-exempt employees must receive 1.5× their regular rate for hours over 40 in a workweek under FLSA, 29 U.S.C. § 207.

1.2 Anti-Discrimination Protections

The Texas Commission on Human Rights Act (TCHRA) mirrors Title VII, the ADA, and ADEA, prohibiting employment discrimination based on race, color, national origin, religion, sex (including pregnancy and sexual orientation per Bostock v. Clayton County), disability, or age (40+). See Texas Labor Code §§ 21.051 & 21.101.

1.3 Workplace Safety

Employers must follow OSHA standards. For Laredo’s sizable warehousing and oil-field service sectors, that includes machinery guarding, fall protection, and hazard communication. Employees may file complaints with OSHA’s San Antonio Area Office, which covers Webb County.

1.4 At-Will Employment—And Its Exceptions

Texas is an at-will state: either party may terminate the relationship for any reason or no reason, unless the reason violates a statute or an expressed agreement. Key employee-friendly exceptions include:

• Statutory protections: Termination for a protected characteristic or for whistleblowing under laws such as the Texas Whistleblower Act (for public employees) is illegal.

• Sabine Pilot doctrine: Texas Supreme Court allows wrongful termination claims when an employee is fired solely for refusing to commit an illegal act, Sabine Pilot Service, Inc. v. Hauck, 687 S.W.2d 733 (Tex. 1985).

• Contractual exceptions: Written employment contracts, collective-bargaining agreements, or employee handbooks that limit discharge rights can override at-will status.

2. Common Employment Law Violations in Texas

Laredo workers most frequently report the following problems to the Texas Workforce Commission (TWC) and EEOC:

2.1 Unpaid Overtime and Misclassification

Employers sometimes label line supervisors or dispatch clerks as “exempt” to avoid overtime. Under FLSA, the employee must satisfy both a salary basis test (minimum $684/week) and a duties test (executive, administrative, professional, outside sales, or certain computer roles).

2.2 Off-the-Clock Work

Oil-field service drivers may be required to complete pre-trip inspections or safety meetings without pay. Such time is compensable under U.S. Department of Labor guidance.

2.3 Retaliation

It is unlawful to punish employees for filing discrimination charges, wage complaints, or OSHA safety reports. Retaliation was the most common EEOC charge filed in Texas during fiscal year 2022.

2.4 Harassment

Sexual or racial harassment becomes actionable when it is severe or pervasive enough to create a hostile work environment. Employers in Texas must act promptly once on notice.

2.5 Wrongful Termination

Beyond contractual breaches, a firing that violates public policy—refusing to falsify shipping documents, or taking protected medical leave under the FMLA—can land an employer in court. Popular term is texas wrongful termination.

3. Texas Legal Protections & Employment Laws

3.1 Federal Laws That Apply in Texas

• FLSA – Minimum wage, overtime, child labor.

• Title VII – Discrimination.

• ADA – Disability accommodations; applies to employers with 15+ employees.

• FMLA – Up to 12 weeks unpaid leave for serious health conditions; applies to 50+ employee workplaces.

3.2 Key Texas Statutes

• Texas Labor Code Chapter 62 – Minimum wage.

• Texas Labor Code Chapter 21 – TCHRA anti-discrimination.

• Texas Labor Code § 61.051 – Payday Law (wage payment deadlines).

• Texas Government Code Chapter 554 – Whistleblower Act (public employees)

3.3 Complaint Forums

Discrimination victims must first exhaust administrative remedies:

• Texas Workforce Commission Civil Rights Division (TWC-CRD) in Austin shares a work-sharing agreement with the EEOC.

• File within 180 days; the agency investigates and may issue a right-to-sue letter.

• Only then may a lawsuit be brought in state or federal court.

Wage and hour disputes may proceed directly to federal court or through TWC’s Payday administrative process.

4. Steps to Take After Workplace Violations

4.1 Document Everything

Maintain copies of pay stubs, schedules, text messages, and complaint emails. In Texas, one-party consent allows recording your own conversations; however, do not violate company rules that prohibit recordings in secured areas.

4.2 Internal Reporting

Follow the handbook’s complaint procedure—HR, corporate compliance hotline, or immediate supervisor—unless the person is the harasser. Timely internal reporting can strengthen your case and may cut off an employer’s affirmative defense.

4.3 File with the Appropriate Agency

• Wage claims: Submit TWC Wage Claim online or by mail (101 E. 15th St., Austin, TX 78778).

• Discrimination: Contact the EEOC San Antonio Field Office or schedule a phone intake.

• Safety hazards: OSHA complaint online or call 1-800-321-OSHA.

4.4 Preserve Deadlines

Mark your calendar for the 180-day discrimination deadline or the two-year FLSA statute. Laredo workers who cross into Mexico for commerce still fall under U.S. jurisdiction if their employer is based in the U.S.

4.5 Consider Alternative Dispute Resolution

Some employment contracts mandate arbitration under the Federal Arbitration Act. A lawyer can review whether the agreement is enforceable.

Discover more about our services on the Louis Law Group website.

5. When to Seek Legal Help in Texas

5.1 Indicators You Need an Employment Lawyer

• Human Resources ignores your documented complaints.

• You are offered a severance agreement containing a waiver of claims.

• You suspect wage theft exceeds $2,000, making it a potential criminal offense (Texas Penal Code § 31.04).

• Your employer threatens immigration retaliation.

5.2 Choosing Counsel

Only attorneys licensed by the State Bar of Texas may provide legal advice in Texas courts. Confirm Board Certification in Labor & Employment Law by the Texas Board of Legal Specialization for additional expertise. Search disciplinary histories on the State Bar’s website.

5.3 Attorney Fees and Fee-Shifting

Many employment lawyer laredo texas firms accept cases on contingency. Prevailing employees under FLSA, Title VII, or TCHRA can recover reasonable attorney fees from employers—29 U.S.C. § 216(b); 42 U.S.C. § 2000e-5(k); Tex. Lab. Code § 21.259.

6. Local Resources & Next Steps

6.1 Laredo-Area Agencies

Texas Workforce Solutions – South Texas 1406 Jacaman Rd., Suite B, Laredo, TX 78041 Job search help, wage claim forms, and unemployment benefits.

Laredo OSHA Outreach Contact the San Antonio Area Office at 210-472-5040 for local site inspections.

South Texas College of Law Houston Legal Clinics (remote) May accept wage & hour cases for low-income clients across Texas, including Webb County.

6.2 Major Employers in Laredo

Understanding local industries can help employees spot systemic violations:

• International trade and logistics—e.g., DHL, FedEx Freight.

• Oil-field services supporting Eagle Ford Shale.

• Retail giants—HEB, Walmart.

• Public sector—United ISD, City of Laredo.

6.3 Next Steps Checklist

• Collect evidence.

• Review handbook and contracts.

• Consult a licensed Texas employment attorney quickly.

Legal Disclaimer

This article provides general information for Texas employees and is not legal advice. Laws change, and application depends on specific facts. Always consult a licensed Texas employment attorney for individualized guidance.

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.