Employment Lawyer & Employment Law Guide – Plano, Texas

Introduction: Why Plano Workers Need to Understand Texas Employment Law

Nestled in the Dallas–Fort Worth metroplex, Plano is home to more than 285,000 residents and a diverse workforce employed by global headquarters such as Toyota Motor North America, FedEx Office, JCPenney, Capital One, and dozens of fast-growing tech startups along the North Dallas tech corridor. Whether you clock in at a semiconductor cleanroom near Legacy Drive, manage logistics at a regional distribution hub on Tennyson Parkway, or work remotely from a Plano co-working space, the employment decisions that shape your livelihood are governed by a patchwork of federal and Texas laws. Understanding this framework is critical because Texas is an at-will state—meaning that, absent an employment contract or specific legal protection, your employer can terminate you for almost any reason or no reason at all.

Yet at-will employment is not a blank check for illegal practices. Federal statutes such as Title VII of the Civil Rights Act of 1964 and the Fair Labor Standards Act (FLSA), along with state statutes like the Texas Commission on Human Rights Act (TCHRA), create enforceable rights against discrimination, unpaid wages, retaliation, and certain wrongful terminations. Plano workers also benefit from robust local resources, including the Workforce Solutions for North Central Texas – Collin County office located just north of Plano in McKinney, where employees can file unemployment claims and receive job-search assistance.

This comprehensive guide—written with a slight tilt toward employee protection while remaining strictly factual—explains how federal and Texas employment laws intersect, how to recognize common workplace violations, timelines for filing claims, and when to contact an employment lawyer Plano Texas residents trust.

Understanding Your Employment Rights in Texas

Texas’s At-Will Employment Doctrine

Under Texas’s long-standing at-will doctrine, codified through case law rather than a single statute, either the employer or employee may end the employment relationship at any time and for any lawful reason. However, several exceptions significantly limit an employer’s freedom to terminate:

• Statutory Exceptions – Title VII (42 U.S.C. § 2000e et seq.), the Age Discrimination in Employment Act (29 U.S.C. § 621), the Americans with Disabilities Act (42 U.S.C. § 12101), and the TCHRA (Texas Labor Code § 21.051) prohibit termination based on protected characteristics such as race, color, religion, sex, national origin, age (40+), or disability.

• Public Policy Exception – Recognized by the Texas Supreme Court in Sabine Pilot Serv., Inc. v. Hauck, 687 S.W.2d 733 (Tex. 1985), employers may not fire an employee for refusing to perform an illegal act.

• Retaliation Prohibitions – Sections 451.001–.003 of the Texas Labor Code protect employees from being fired for filing a workers’ compensation claim. Federal anti-retaliation provisions protect whistleblowers who report discrimination, wage theft, or safety violations.

• Contractual Exception – A written employment contract, collective bargaining agreement, or employer policy manual that creates specific termination procedures can override at-will status.

Key Federal and State Employment Rights

Plano workers enjoy the following guaranteed protections:

• Minimum Wage & Overtime – The FLSA sets the federal minimum wage at $7.25 per hour and requires overtime (1.5×) after 40 hours in a workweek, unless a narrow exemption applies.

• Equal Pay – Employers must pay men and women equally for substantially equal work under the Equal Pay Act (29 U.S.C. § 206).

• Anti-Discrimination – Title VII and the TCHRA make it illegal for employers with ≥15 employees to discriminate in hiring, firing, pay, or promotions based on protected classes.

• Reasonable Accommodation – The ADA and TCHRA require employers to provide reasonable accommodations to qualified employees with disabilities, so long as doing so does not impose an undue hardship.

• Protected Leave – The Family and Medical Leave Act (29 U.S.C. § 2601) grants eligible employees up to 12 weeks of unpaid, job-protected leave for certain medical or family reasons.

• Safety – Occupational Safety and Health Act standards apply to most Plano workplaces, and employees who report unsafe conditions are protected from retaliation.

Common Employment Law Violations in Texas

Below are frequent issues raised by Plano employees who consult an employment lawyer:

1. Wage & Hour Theft

Misclassifying employees as “independent contractors,” unpaid overtime, off-the-clock work, and improper tip pools are recurring FLSA problems. Tech start-ups and service-sector employers in Plano often rely on flexible scheduling, which can blur the line between exempt and non-exempt status. Workers should review job duties—not job titles—to confirm they meet the administrative, executive, or professional exemption tests.

2. Discrimination & Harassment

Discrimination claims filed with the EEOC’s Dallas District Office surged statewide in recent years, reflecting issues involving gender-related harassment, implicit bias in promotion decisions, and age-based layoffs in the finance sector. Texas Labor Code § 21.123 holds employers liable for hostile work environments if management knew or should have known about the harassment and failed to act.

3. Retaliation

Retaliation is the single most common allegation in EEOC filings nationwide. Plano employees who report discrimination or wage violations often describe termination, write-ups, or negative performance evaluations shortly thereafter. Both Title VII (42 U.S.C. § 2000e-3) and Texas Labor Code § 21.055 prohibit such retaliation.

4. Wrongful Termination Under Public Policy

Since Sabine Pilot, it is unlawful in Texas to fire an employee solely for refusing to commit a criminal act. Workers in Plano’s booming healthcare and pharmaceutical industries frequently invoke this exception when pressured to falsify records or violate HIPAA rules.

5. Failure to Accommodate Disabilities

Whether caused by repetitive-strain injuries at a distribution center or mental-health limitations, Plano employees with qualifying disabilities are entitled to reasonable accommodations. Common violations include ignoring doctors’ notes requesting modified duties or refusing flexible scheduling for therapy appointments.

Texas Legal Protections & Employment Laws

Key Statutes and Agencies

Texas Labor Code Chapter 21 – Mirrors Title VII and is enforced by the Texas Workforce Commission Civil Rights Division (TWC-CRD).

• Fair Labor Standards Act (FLSA) – Enforced by the U.S. Department of Labor’s Wage and Hour Division, covering minimum wage and overtime.

• Occupational Safety and Health Act (OSHA) – Enforced by the U.S. Department of Labor’s Occupational Safety and Health Administration.

• Workers’ Compensation Retaliation – Texas Labor Code §§ 451.001–451.003.

Statutes of Limitations for Texas Employment Claims

Claim TypeFiling DeadlineWhere to File/Initiate Discrimination (Title VII / TCHRA)180 days (TWC-CRD); up to 300 days (EEOC if dual-filed)EEOC or TWC-CRD FLSA Wage & Hour2 years (general); 3 years (willful)U.S. District Court or DOL Workers’ Comp Retaliation2 years from adverse actionTexas State Court Sabine Pilot Wrongful Termination2 yearsTexas State Court Equal Pay Act2 years; 3 years (willful)U.S. District Court

A missed deadline almost always bars your claim, so prompt action is essential.

Complaint Procedures with the EEOC and Texas Workforce Commission

• Intake – Visit the EEOC Dallas District Office (207 S. Houston St., Dallas, TX) or submit an online intake questionnaire through the EEOC Public Portal.

• Dual Filing – Under a work-sharing agreement, filing with either the EEOC or TWC-CRD automatically covers both agencies, preserving federal and state claims.

• Mediation/Investigation – The agency may offer voluntary mediation. If mediation fails, an investigator collects statements and documents.

• Right-to-Sue – After 180 days (TCHRA) or when the EEOC issues its notice, you have 60 (state) or 90 (federal) days to file suit.

More information: How to File a Charge of Employment Discrimination.

Steps to Take After Workplace Violations

1. Document Everything

Keep contemporaneous notes of discriminatory comments, changes in workload, or schedule alterations. Collect pay stubs, time sheets, performance reviews, emails, and witness names. Texas courts accept digital records if authenticity is shown.

2. Follow Internal Complaint Policies

Many Plano corporations maintain anti-harassment or ethics hotlines. Use them. Courts may reduce damages if you bypass reasonable internal remedies (Faragher–Ellerth defense).

3. Request Reasonable Accommodation in Writing

Under the ADA and Texas Labor Code § 21.128, request accommodations in writing and propose solutions (e.g., adjustable desk, modified schedule). The employer must engage in an “interactive process.”

4. File a Timely Charge or Claim

• Discrimination: 180 days with TWC-CRD. • Wage Theft: Contact the U.S. Department of Labor or file directly in federal court. • Retaliation: Two-year statute for workers’ comp retaliation suits.

5. Consult a Qualified Attorney

A licensed Texas attorney can calculate damages, evaluate settlement offers, and navigate federal court filings. The State Bar of Texas requires attorneys to hold an active license and meet MCLE (Minimum Continuing Legal Education) standards yearly.

When to Seek Legal Help in Texas

You should speak with an employment lawyer Plano Texas workers rely on if:

• You received a right-to-sue letter from the EEOC or TWC-CRD.

• Your employer proposes a severance agreement containing a release of claims.

• You suspect retaliation for whistleblowing or requesting leave.

• Wage theft exceeds a few hundred dollars—attorney’s fees and liquidated damages may be recoverable under FLSA § 216(b).

• You need to request a temporary restraining order (TRO) to stop imminent harm, such as an illegal non-compete enforcement or employee blacklist.

Texas Rule of Civil Procedure 683 controls TRO requirements, and Collin County District Courts in McKinney commonly hear Plano employment disputes.

Local Resources & Next Steps

Workforce Solutions & Government Agencies

Workforce Solutions for North Central Texas – Collin County 1701 W. Eldorado Pkwy, Suite 250, McKinney, TX 75069 EEOC Dallas District Office 207 S. Houston St., 3rd Floor, Dallas, TX 75202 Texas Workforce Commission Civil Rights Division 101 E. 15th St., Austin, TX 78778

Court Venues Serving Plano

• Collin County District Courts – State-law employment cases and appeals from TWC.

• U.S. District Court, Eastern District of Texas (Sherman Division) – Federal employment claims including Title VII, ADA, and FLSA.

Free and Low-Cost Legal Services

• Legal Aid of NorthWest Texas (Plano Branch) • Dallas Volunteer Attorney Program • SMU Dedman School of Law Clinics (for wage & hour matters)

External Authoritative Resources

Texas Labor Code Chapter 21 (TCHRA) U.S. Department of Labor – FLSA Compliance EEOC Charge Filing Process Texas Workforce Commission – Employee & Employer Resources

Conclusion

Plano’s dynamic economy offers abundant opportunities, but fast-moving workplaces sometimes overlook employee rights. By knowing the laws, promptly documenting violations, and consulting qualified counsel, Plano workers can hold employers accountable and safeguard their livelihoods.

Legal Disclaimer: This guide is for informational purposes only and does not constitute legal advice. Employment laws are complex and fact-specific. Consult a licensed Texas employment attorney about 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.