Employment Lawyer & Employment Law Guide, Carrollton, Texas

Introduction: Why Carrollton Workers Need a Local Employment Law Guide

Nestled in the northern portion of the Dallas–Fort Worth metroplex, Carrollton, Texas is home to more than 135,000 residents and thousands of workplaces—from data-driven technology startups along the President George Bush Turnpike to light-industrial and logistics hubs near the BNSF railway. While the city’s economy is diverse, the legal rights of employees in Carrollton are governed by the same statutes that protect workers across Texas and the United States. Because Texas follows the at-will employment doctrine, many employees assume they have few remedies when mistreated. That belief is mistaken. Federal statutes like Title VII of the Civil Rights Act of 1964 and the Fair Labor Standards Act (FLSA), as well as state laws contained in the Texas Labor Code, create critical safeguards against discrimination, wage theft, retaliation, and wrongful termination. This guide—written specifically for Carrollton workers—explains those protections, outlines common violations, and provides step-by-step instructions on enforcing your rights.

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 lawful reason—or no reason—at any time. However, employers cannot fire someone for an unlawful reason. Key exceptions include:

• Discrimination based on race, color, religion, sex (including pregnancy, sexual orientation, and gender identity), national origin, disability, age (40+), or genetic information under Title VII, the Texas Commission on Human Rights Act (TCHRA) (Texas Labor Code §§ 21.001–21.556), the Americans with Disabilities Act (ADA), and the Age Discrimination in Employment Act (ADEA).

• Retaliation for filing or assisting with a discrimination charge, participating in an investigation, or complaining about unlawful conduct (Texas Labor Code § 21.055).

• Workers’ compensation retaliation: Employers may not fire or discriminate against an employee for filing a workers’ compensation claim (Texas Labor Code § 451.001).

• Refusal to commit an illegal act: Under the Sabine Pilot doctrine (Sabine Pilot Service, Inc. v. Hauck, 687 S.W.2d 733 (Tex. 1985)), an employer cannot terminate an employee who refuses to perform an act that would subject the employee to criminal penalties.

• Contractual or handbook promises: Written employment contracts, collective bargaining agreements, or explicit handbook provisions may override at-will status.

Wage and Hour Rights

The FLSA sets a federal minimum wage of $7.25 per hour and mandates overtime pay (1.5× the regular rate) for hours worked over 40 in a workweek for non-exempt employees. Texas has adopted the same minimum wage through Texas Labor Code § 62.051. Employers in Carrollton must also follow the Texas Payday Law (Texas Labor Code §§ 61.001–61.095), which requires timely payment of wages and authorizes the Texas Workforce Commission (TWC) to investigate wage claims.

Leave and Accommodation Rights

• Family and Medical Leave Act (FMLA): Eligible employees (those who have worked at least 1,250 hours in the past 12 months for an employer with 50+ employees) may take up to 12 workweeks of unpaid, job-protected leave per year.

• Pregnancy and disability accommodations: The ADA and Texas Labor Code § 21.128 require employers to provide reasonable accommodations, unless doing so would cause undue hardship.

• Military leave: The federal Uniformed Services Employment and Reemployment Rights Act (USERRA) protects service members’ jobs and benefits.

Common Employment Law Violations in Texas

1. Discrimination and Harassment

Carrollton’s diverse workforce can be exposed to unlawful discrimination in hiring, promotion, discipline, or termination. Harassment—such as racial slurs or unwanted sexual advances—may violate Title VII and the TCHRA when it is severe or pervasive enough to create a hostile work environment. Recent EEOC lawsuits filed in the Northern District of Texas highlight employers’ liability for failing to stop supervisor harassment (EEOC v. Sims Plastics, No. 3:21-cv-01234).

2. Wage Theft

Examples include:

• Misclassifying employees as independent contractors to avoid overtime.

• Illegal tip pooling or deductions that reduce tipped workers’ wages below $2.13/hour plus tips.

• Requiring off-the-clock work or automatic meal-break deductions without ensuring employees actually take them.

Under the FLSA, employees can recover back pay, liquidated damages equal to the unpaid wages, and attorney’s fees. A willful violation extends the recovery period from two to three years (29 U.S.C. § 255(a)).

3. Retaliation for Protected Activity

Retaliation remains the most common allegation in EEOC charges nationwide. Texas Labor Code § 21.055 and analogous federal statutes prohibit reprisals against employees who report discrimination, file wage claims, or request accommodations. Adverse actions can include demotion, schedule reduction, or negative performance reviews.

4. Wrongful Termination

Although at-will, Texas employers can be liable for terminating an employee contrary to public policy, in violation of an employment contract, or as retaliation for whistleblowing under the Texas Whistleblower Act (for public-sector workers).

Texas Legal Protections & Employment Laws You Should Know

Key State Statutes

• Texas Labor Code Chapter 21 – Mirrors Title VII and adds coverage for employers with 15+ employees; provides for compensatory and punitive damages (capped by employer size, § 21.2585).

• Texas Labor Code Chapter 62 – Adopts federal minimum wage; allows penalty damages and attorney’s fees for wage underpayment.

• Texas Labor Code Chapter 451 – Protects workers’ compensation claimants from retaliation; two-year limitations period.

• Texas Payday Law (Ch. 61) – Requires semimonthly or monthly wage payments and authorizes TWC investigations.

Key Federal Statutes

• Title VII of the Civil Rights Act of 1964 – Bars discrimination and harassment based on protected categories.

• Fair Labor Standards Act – Sets minimum wage and overtime rules.

• Americans with Disabilities Act – Requires reasonable accommodations and prohibits disability-based discrimination.

• Family and Medical Leave Act – Grants eligible employees protected unpaid leave.

Statutes of Limitations

• EEOC/TWC discrimination charge: 180 days from the discriminatory act to file with the TWC Civil Rights Division (extended to 300 days if dual-filed with the EEOC).

• FLSA wage claims: 2 years (3 years for willful violations).

• Workers’ comp retaliation: 2 years from the adverse action.

• Sabine Pilot wrongful termination: 2 years.

Steps to Take After Workplace Violations

1. Document Everything

Maintain a timeline of events, copies of pay stubs, discriminatory emails, performance reviews, and names of witnesses. Under the National Labor Relations Act, even non-union employees generally have the right to discuss wages and workplace concerns with co-workers.

2. Follow Internal Complaint Procedures

Most employers in Carrollton, including large players like Halliburton’s technology subsidiaries and Baylor Scott & White Medical Centers, maintain anti-harassment or wage complaint policies. Timely internal reporting can preserve evidence and satisfy the employer’s legal obligation to investigate.

3. File an Administrative Charge

• Discrimination/Retaliation: File with the TWC Civil Rights Division or EEOC within 180 days (300 days if dual-filed). Carrollton residents can schedule an EEOC interview at the Dallas District Office (207 S. Houston St., Dallas, TX 75202).

Wage Claims ≤ $20,000: Submit a wage claim to the Texas Workforce Commission within 180 days of the wages being due.

4. Consider Mediation or Settlement

The EEOC and TWC both offer voluntary mediation programs. Successful mediation can provide monetary relief and policy changes without protracted litigation.

5. File a Lawsuit

If administrative remedies do not resolve your claim, you may receive a Notice of Right to Sue. Tight deadlines apply—typically 90 days for federal discrimination suits and 60 days for TCHRA claims after receiving the notice. Wage and hour plaintiffs may file directly in state or federal court without exhausting administrative remedies.

When to Seek Legal Help in Texas

While some claims can proceed without counsel, navigating overlapping federal and Texas statutes is complex. You should consult a licensed Texas employment lawyer when:

• You face termination or demotion shortly after complaining about discrimination or wage issues.

• The employer’s human resources department dismisses your complaint or fails to investigate.

• You have suffered significant wage losses or emotional distress.

• You are asked to sign a severance agreement, non-compete, or arbitration clause.

• You intend to file a lawsuit—Texas courts expect pro se plaintiffs to follow procedural rules, and missing a deadline can forfeit your claim.

Texas attorney licensing rules require any lawyer representing you in court to be admitted to the State Bar of Texas and in good standing under Texas Government Code § 81. You may verify a lawyer’s status through the State Bar’s online database.

Local Resources & Next Steps

Government Agencies Serving Carrollton

U.S. Equal Employment Opportunity Commission – Dallas District Office, (214) 253-2700. TWC Civil Rights Division – Austin headquarters; many filings accepted online. Texas Workforce Solutions–North Central Texas – The closest workforce center for Carrollton residents is at 400 E. Spring Valley Rd., Richardson.

Non-Profits & Legal Aid

• Legal Aid of NorthWest Texas – Provides free employment law representation to qualifying low-income residents (888-529-5277).

• Equal Justice Center – Focuses on wage theft cases; Dallas office (469-228-4220).

Checklist for Carrollton Employees

• Write down key dates, witnesses, and evidence.

• Review your employee handbook for complaint procedures.

• File administrative charges within applicable deadlines.

• Consult a Texas employment lawyer before signing any settlement or severance.

• Track all communications with your employer and the agency handling your claim.

Conclusion

Whether you work at a distribution center off I-35E, a Carrollton ISD campus, or a retail store in Trinity Plaza, you are protected by robust state and federal employment laws. Understanding those rights—and enforcing them through agencies, courts, and skilled counsel—can safeguard your livelihood and dignity at work.

Legal Disclaimer: This guide is for informational purposes only and does not constitute legal advice. Employment laws evolve, and every case is fact-specific. Consult a licensed Texas attorney for advice 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.