Employment Lawyer Guide for Workers in Georgetown, Texas

Introduction: Why Employment Law Matters in Georgetown, Texas

Georgetown, the county seat of Williamson County, sits only 30 miles north of Austin but has its own thriving economy driven by health care, higher education, government services, light manufacturing, and a growing technology corridor that stretches up Interstate 35. Major local employers include St. David’s Georgetown Hospital, Southwestern University, AirBorn Manufacturing, and Williamson County government offices. Whether you punch in at a semiconductor fabrication plant in nearby Round Rock, serve patients at a Georgetown medical facility, or work remotely for a tech start-up, you are protected by a network of state and federal employment laws.

This guide gives Georgetown employees a clear overview of their workplace rights, common violations, and the practical steps to protect themselves. While Texas is an at-will state, meaning an employer can terminate employment for almost any reason, several critical statutory and common-law exceptions shield workers from discrimination, retaliation, unpaid wages, and other unlawful practices. Understanding those exceptions can mean the difference between a dead-end complaint and a successful claim for back pay, reinstatement, or damages.

All information below is drawn from authoritative sources such as the Texas Labor Code, Fair Labor Standards Act (FLSA), Title VII of the Civil Rights Act of 1964, the Americans with Disabilities Act (ADA), the Texas Commission on Human Rights Act (TCHRA), official guidance from the Texas Workforce Commission (TWC), and published opinions by Texas courts and the U.S. Court of Appeals for the Fifth Circuit. It is intended to slightly favor employees by focusing on how workers can use these laws—but every statement is strictly based on verifiable authority.

Understanding Your Employment Rights in Texas

At-Will Employment—The General Rule

Texas follows the at-will doctrine, meaning either the employer or the employee can end the relationship at any time and for any lawful reason (or no reason), without notice (County of Dallas v. Wiland, 216 S.W.3d 344, Tex. 2007). However, there are key exceptions:

• Statutory exceptions – Discharge or adverse action based on protected characteristics such as race, color, national origin, sex (including pregnancy and LGBTQ+ status under Bostock), religion, disability, age (40 or older), or military status violates Title VII, ADA, the Age Discrimination in Employment Act (ADEA), Uniformed Services Employment and Reemployment Rights Act (USERRA), and Chapters 21 & 451 of the Texas Labor Code.

• Sabine Pilot retaliation – Texas common law (Sabine Pilot Serv., Inc. v. Hauck, 687 S.W.2d 733, Tex. 1985) forbids firing an employee solely for refusing to perform an illegal act.

• Public-policy statutes – Retaliation for filing a workers’ compensation claim (Tex. Labor Code § 451.001), reporting safety violations, or serving jury duty is prohibited.

• Contract exceptions – Union collective bargaining agreements or individual written contracts can override at-will status.

Core Rights Under Federal and State Law

• Wages and Overtime – The Fair Labor Standards Act (29 U.S.C. § 201 et seq.) sets federal minimum wage (currently $7.25/hour) and overtime at 1.5× the regular rate for hours over 40 in a workweek. Texas has adopted the federal minimum (Tex. Labor Code § 62.051).

• Anti-Discrimination – Title VII and the Texas Commission on Human Rights Act (Tex. Labor Code Chapter 21) ban discrimination and harassment based on protected traits and require employers with 15+ employees (or 20+ for age claims) to comply.

• Disability Accommodation – The ADA (42 U.S.C. § 12101 et seq.) and TCHRA require reasonable accommodation for qualified employees with disabilities unless it poses undue hardship.

• Family and Medical Leave – The Family and Medical Leave Act (FMLA) offers up to 12 weeks of unpaid, job-protected leave for serious health conditions, childbirth, or caregiving, provided the employer has 50+ employees within 75 miles.

Common Employment Law Violations in Texas

1. Wage Theft and Misclassification

In the booming Central Texas labor market, some employers misclassify employees as independent contractors to dodge overtime and payroll taxes. Under the FLSA’s economic-reality test—recently applied by the Fifth Circuit in Hobbs v. Petroplex Pipe & Construction, Inc., 946 F.3d 824 (5th Cir. 2020)—control over the work and opportunity for profit or loss determine status, not the label on a 1099. If you set your own schedule and bring your own tools, you might truly be a contractor; if the company directs your work day-to-day, you’re probably an employee entitled to overtime.

2. Discrimination and Harassment

Complaints to the EEOC show retaliation and disability discrimination are the leading charges statewide. In the Austin-Round Rock-Georgetown metro, tech firms have faced Title VII suits alleging national-origin bias against immigrant engineers, while health-care facilities have settled ADA claims over failure to accommodate nurses with chronic medical conditions. Employers must investigate and correct harassment promptly once on notice, or face liability under the Faragher/Ellerth doctrine.

3. Retaliation for Protected Activity

Retaliation is unlawful when an employer takes adverse action because a worker opposed discrimination, requested accommodation, reported wage violations, filed for workers’ comp, or participated in an EEOC/TWC investigation. Under Tex. Labor Code § 21.055, retaliation carries the same remedies as the underlying discrimination claim—including reinstatement, back pay, and compensatory damages.

4. Unlawful Termination Under Sabine Pilot

Although Texas is at-will, terminating an employee for refusing to commit an illegal act contravenes public policy. Sabine Pilot claims must be filed within the two-year statute of limitations in Tex. Civ. Prac. & Rem. Code § 16.003. Workers must prove they were asked to break the law and fired solely for refusing.

5. Unpaid Commissions and Bonuses

Sales employees across Williamson County often depend on commissions. If an employer withholds earned commissions after separation, you may bring a breach-of-contract claim in Texas state court, subject to a four-year limitation period (Tex. Bus. & Com. Code § 2.725). Written compensation plans control—but ambiguous plans are interpreted against the drafter under Texas contract law.

Texas Legal Protections & Employment Laws

Key Statutes Every Georgetown Worker Should Know

• Texas Labor Code Chapters 21 & 62 – Cover discrimination, retaliation, minimum wage, and payday laws. Chapter 61 requires timely payment of wages on regularly scheduled paydays.

• Title VII of the Civil Rights Act of 1964 – Bars discrimination on race, color, religion, sex, national origin.

• Fair Labor Standards Act (FLSA) – Governs minimum wage, overtime, and child labor.

• Americans with Disabilities Act (ADA) – Prohibits disability discrimination and mandates reasonable accommodation.

• Uniformed Services Employment and Reemployment Rights Act (USERRA) – Protects military service members and veterans from discrimination.

Statutes of Limitations for Common Employment Claims

• EEOC/TWC Discrimination Charge – 300 days from the unlawful act in Texas (a deferral state) to file with the EEOC, or 180 days to file with the TWC Civil Rights Division. (42 U.S.C. § 2000e-5(e)(1); Tex. Labor Code § 21.202).

• FLSA Wage and Overtime – 2 years for ordinary violations, 3 years if willful (29 U.S.C. § 255).

• Sabine Pilot Wrongful Discharge – 2 years.

• Workers’ Comp Retaliation – 2 years from termination (Tex. Labor Code § 451.003).

• Contract and Commission Disputes – 4 years unless a shorter period is in the contract.

Texas Payday Law and Wage Claims

The Texas Payday Law (Tex. Labor Code Chapter 61) authorizes the TWC to investigate wage complaints for workers who have left a job. Claims must be filed within 180 days of the date wages were due. The TWC can order employers to pay and may place liens on property if companies refuse.

Steps to Take After Workplace Violations

1. Document Everything

Keep copies of pay stubs, time sheets, emails, text messages, performance reviews, disciplinary memos, and witness statements. Under Fifth Circuit precedent, contemporaneous documentation significantly strengthens an employee’s case.

2. Follow Internal Policies

Many employers in Georgetown—especially health-care and educational institutions—maintain written grievance or ethics hotlines. Use them first when safe to do so. Courts may reduce damages if a worker unreasonably fails to use internal complaint procedures (Ellerth/Faragher defense).

3. File an Administrative Charge

If discrimination, harassment, or retaliation is involved, you must file a charge with the EEOC or TWC before suing. The agencies share work sharing agreements, so filing with one usually dual-files with the other. Charges can be initiated online via the EEOC’s Public Portal, by mail, or in person at the EEOC’s San Antonio Field Office (Austin sub-office covering Georgetown).

4. Wage Claims Through TWC or DOL

For unpaid wages below $20,000, a Texas Payday Law claim may be quicker than litigation. For overtime, the U.S. Department of Labor’s Wage and Hour Division can investigate (DOL WHD). You may also file directly in federal court.

5. Evaluate Litigation Options

After receiving a Notice of Right to Sue from the EEOC/TWC, you generally have 90 days to file a lawsuit under Title VII or ADA (42 U.S.C. § 2000e-5(f)(1)). Texas Labor Code claims must be filed within 60 days of the Right-to-Sue letter (Tex. Labor Code § 21.254).

When to Seek Legal Help in Texas

Choosing the Right Employment Lawyer

Because employment disputes often involve overlapping state and federal laws, hiring a lawyer who focuses on workplace rights is crucial. Confirm the attorney is licensed by the State Bar of Texas and in good standing. You can verify credentials using the Texas Board of Law Examiners and public disciplinary records. Questions to ask prospective counsel:

• How many cases like mine have you handled in Williamson County or the Western District of Texas?

• Do you work on contingency, hourly, or hybrid fee agreements?

• What damages or settlements have you achieved in similar claims?

Local Courts Hearing Employment Cases

• State court – Williamson County District Courts (26th, 277th, 368th, 395th Judicial Districts) at the Williamson County Justice Center, 405 Martin Luther King St., Georgetown, TX.

• Federal court – The U.S. District Court for the Western District of Texas, Austin Division, regularly hears Title VII and FLSA suits filed by Georgetown workers. Austin Division courthouse: 501 W. 5th St., Austin, TX.

Local Resources & Next Steps

Georgetown-Area Government Agencies

TWC Workforce Solutions Rural Capital Area – Georgetown 301 SE Inner Loop, Ste. 107, Georgetown, TX 78626. Offers job search, wage claim assistance, and career training. EEOC Austin Area Office (San Antonio Field Office) 816 Congress Ave., Ste. 200, Austin, TX 78701. Serves Williamson County for in-person charge filings.

Non-Profit & Community Organizations

• Texas RioGrande Legal Aid (TRLA) – Provides free legal help to eligible low-income workers in Central Texas.

• Equal Justice Center – Austin – Represents low-wage employees in wage theft and discrimination cases.

Preparing for Your Attorney Consultation

• Write a timeline of events with dates, names, and witnesses.

• Gather pay records, handbooks, texts, and performance reviews.

• Calculate lost wages or benefits to date; include overtime hours.

Legal Disclaimer: This guide provides general information for Georgetown, Texas workers. It is not legal advice. Employment laws are complex and fact-specific. For advice about your situation, consult a licensed Texas employment attorney.

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.