Employment Lawyer & Rights Guide – Wylie, Texas

Introduction: Why Employment Law Matters in Wylie, Texas

Wylie, Texas—located in rapidly growing Collin County—hosts a diverse workforce employed by the Wylie Independent School District, the City of Wylie, light-manufacturing companies such as Sanden International, and numerous small retailers and service businesses. Because most private workplaces in Texas operate under the state’s at-will employment doctrine, employees can be terminated for any lawful reason or no reason at all. Yet there are critical exceptions under federal statutes like Title VII of the Civil Rights Act of 1964 and the Fair Labor Standards Act (FLSA), as well as under the Texas Labor Code. Understanding these protections is essential for anyone searching online for an “employment lawyer Wylie Texas” after experiencing discrimination, unpaid wages, or wrongful discharge. This guide—grounded exclusively in authoritative sources—explains your rights, the deadlines you must meet, and the local resources available to workers in and around Wylie.

Understanding Your Employment Rights in Texas

1. Texas’s At-Will Employment Rule—and Its Limits

Under Texas common law, employment is presumed at will. Either the employer or employee may end the relationship at any time, with or without cause. However, the rule does not allow termination for a reason prohibited by statute or public policy. The key statutory exceptions include:

• Texas Labor Code Chapter 21 (also called the Texas Commission on Human Rights Act) prohibiting discrimination based on race, color, national origin, religion, sex (including pregnancy), disability, age (40+), or genetic information.

• Title VII of the Civil Rights Act of 1964, 42 U.S.C. §2000e et seq., which mirrors many of Chapter 21’s protections at the federal level.

• Fair Labor Standards Act, 29 U.S.C. §201 et seq., guaranteeing minimum wage, overtime, and forbidding retaliation for asserting wage rights.

• Americans with Disabilities Act (ADA), 42 U.S.C. §12101 et seq., requiring reasonable accommodation and banning disability discrimination.

• Occupational Safety and Health Act (OSHA) whistleblower protections, protecting employees who report unsafe conditions.

If your firing or other adverse action violates any of these laws, you may have a wrongful termination claim—even in an at-will state.

2. Wage and Hour Rights Under FLSA and Texas Law

The FLSA requires:

• Payment of at least $7.25 per hour federal minimum wage.

• Overtime pay at 1.5× the regular rate for hours worked over 40 in a workweek, unless exempt.

• No retaliation for complaints about pay practices.

Texas has not adopted its own minimum wage higher than the federal rate. The Texas Payday Law, Texas Labor Code §§61.001–61.095, provides a state administrative process through the Texas Workforce Commission (TWC) for recovering final wages, commissions, and bonuses.

3. Anti-Discrimination Protections Specific to Texas

While federal law covers employers with 15 or more employees, Texas Labor Code Chapter 21 also applies only to employers with ≥15 employees (≥1 for certain harassment claims against state agencies). The protections include:

• Age discrimination coverage starting at age 40 (mirroring the federal ADEA).

• Disability discrimination protections requiring reasonable accommodation.

• Ban on sexual harassment, strengthened by 2021 amendments (S.B. 45 and H.B. 21) that expand liability to employers with one employee for sexual-harassment claims and extend the limitations period to 300 days.

Common Employment Law Violations in Texas

1. Unpaid Overtime in Manufacturing and Retail

Collin County’s manufacturing plants and Wylie’s retail sector often rely on hourly employees working long shifts. Failing to pay overtime or improperly classifying employees as “exempt” under 29 C.F.R. part 541 are frequent violations cited by the U.S. Department of Labor.

2. Pregnancy and Caregiver Discrimination in Schools

The Wylie Independent School District is one of the city’s largest employers. Teachers and staff have successfully brought claims under Title VII and the Pregnancy Discrimination Act when denied leave or reassigned after announcing pregnancy. Retaliating against employees who request accommodations or protected leave can give rise to liability.

3. Retaliation for Safety Complaints in Construction

The region’s housing boom drives demand for construction workers. OSHA’s whistleblower program reports multiple Texas cases where laborers were fired after reporting unsafe scaffolding or equipment. Retaliation violates Section 11(c) of OSHA and may also implicate Texas public-policy exceptions.

4. Disability Accommodation Failures

Employers sometimes refuse to engage in the ADA’s “interactive process” to identify reasonable accommodations. Common examples include refusing modified schedules or no-cost assistive devices, leading to discrimination charges filed with the EEOC’s Dallas District Office.

Texas Legal Protections & Employment Laws

1. Statutes of Limitations You Cannot Miss

• Discrimination (Texas Labor Code Chapter 21): 180 days from the adverse action to file with TWC–Civil Rights Division. For sexual-harassment claims, S.B. 45 extends this to 300 days.

• Title VII, ADA, ADEA, GINA: 300 days to dual-file with the EEOC because Texas has a fair-employment-practice agency (TWC-CRD).

• FLSA Wage Claims: 2 years (3 years if employer’s violation is “willful,” 29 U.S.C. §255(a)).

• Texas Payday Law: 180 days from the date wages were due to file with TWC.

• Whistleblower claims (Texas Government Code Chapter 554) against public employers: 90 days to sue after exhausting grievance procedures.

Missing these deadlines generally eliminates your legal claim, so timely action is vital.

2. How the Administrative Process Works

File a Charge: Workers in Wylie may submit a charge of discrimination online, by mail, or in person with either the TWC Civil Rights Division or the U.S. Equal Employment Opportunity Commission.

• Dual Filing: A single filing is usually dual-filed with both agencies under a work-sharing agreement, preserving state and federal rights.

• Investigation & Mediation: Agencies may mediate or investigate. Many charges in Texas settle during mediation.

• Notice of Right to Sue: After an investigation or upon request, the EEOC issues a Right-to-Sue letter (within 180 days for ADEA, 90 days for Title VII/ADA claims). You must then file suit in federal or state court within the statutory window.

3. Key Federal and State Agencies

• Texas Workforce Commission (TWC) – Civil Rights Division (Austin HQ) & Workforce Solutions for North Central Texas (nearest full-service workforce center: Plano, 2600 Avenue K).

• EEOC Dallas District Office – 207 S. Houston St., Suite 300, Dallas, TX 75202; covers Collin County and Wylie.

Steps to Take After Workplace Violations

Document Everything

Keep emails, text messages, schedules, and pay stubs. Texas and federal courts give significant weight to contemporaneous records.

Internal Complaint

Follow your employer’s written policies: reporting harassment to HR or a supervisor can strengthen your legal position, as required under the *Ellerth/Faragher* defense framework.

File Agency Charge or Complaint

Use TWC’s online portal for wage claims under the Texas Payday Law, or the EEOC/TWC-CRD for discrimination and retaliation matters.

Consult a Licensed Texas Attorney

Under Texas Government Code §81.051, attorneys must be members in good standing of the State Bar of Texas to practice law. An experienced lawyer can evaluate claims, negotiate severance, or litigate.

Preserve Digital Evidence

Download work emails or cloud-stored documents before access is revoked (ensure no violation of employer’s device policies or trade-secret laws).

When to Seek Legal Help in Texas

Pursuing claims alone can be daunting. You should promptly consult counsel if:

• You received a Notice of Right to Sue and have fewer than 90 days to file.

• The employer is pressuring you to sign a severance agreement containing a release of claims.

• You believe you were terminated for reporting illegal activity (possible Sabine Pilot retaliation under Texas common law).

• You are owed significant unpaid overtime across multiple years, making collective action under FLSA desirable.

Legal counsel levels the playing field by issuing preservation letters, deposing supervisors, and leveraging Texas Rules of Civil Procedure to obtain payroll records.

Local Resources & Next Steps

1. Workforce and Government Agencies

• Workforce Solutions North Central Texas – Plano Center (serving Wylie residents): 2600 Avenue K, Plano, TX 75074; phone 972-633-6760.

• City of Wylie Human Resources (for city workers): 300 Country Club Rd., Wylie, TX 75098.

2. Courts with Jurisdiction Over Wylie Employment Cases

• Collin County District Courts – 2100 Bloomdale Rd., McKinney, TX 75071 (state claims under Texas Labor Code).

• U.S. District Court for the Eastern District of Texas, Sherman Division – 7940 Preston Rd., Plano, TX 75024 (federal Title VII, FLSA, ADA cases).

3. Helpful Non-Profit and Government Links

U.S. Department of Labor Wage and Hour Division OSHA Whistleblower and Safety Complaints TWC Veterans Employment Services

Legal Disclaimer: This guide is for informational purposes only and does not constitute legal advice. Employment laws are complex, and outcomes depend on specific facts. Always consult a licensed Texas attorney regarding your individual 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.