Employment Lawyers: College Station, Texas Employment Law

Introduction: Why Employment Law Matters in College Station, Texas

College Station is best known as the home of Texas A&M University, but the city’s workforce also includes employees in oil-field services, biotechnology, agriculture, health care, and a rapidly growing tech start-up scene. Whether you work for a major employer like Texas A&M, St. Joseph Health, or one of the many small businesses lining University Drive, you are protected by both federal and Texas employment laws. Understanding those protections is critical if you believe your employer has violated your workplace rights.

This guide—written from a slightly pro-employee perspective but rooted firmly in the statutes and court decisions that govern Texas workplaces—explains how the law functions in College Station. We cover your basic rights, common violations, key statutes such as the Fair Labor Standards Act (FLSA) and the Texas Commission on Human Rights Act (TCHRA), the complaint process with the Equal Employment Opportunity Commission (EEOC) and Texas Workforce Commission Civil Rights Division (TWC-CRD), and when to contact an employment lawyer college station texas.

Understanding Your Employment Rights in Texas

Texas Is an At-Will Employment State—With Important Exceptions

Texas follows the at-will employment doctrine: an employer may terminate an employee for any reason or no reason, so long as the reason is not illegal. Illegal reasons include discrimination based on a protected class, retaliation for exercising statutory rights, or termination that violates an employment contract or public policy.

• Public-Policy Exception: Employers cannot fire workers for refusing to perform an illegal act (Sabine Pilot Serv., Inc. v. Hauck, 687 S.W.2d 733, Tex. 1985).

• Contract Exception: Written employment contracts or collective bargaining agreements may limit at-will firing.

• Statutory Exception: Terminations that violate statutes such as Title VII of the Civil Rights Act of 1964, the Americans with Disabilities Act (ADA), or Chapter 21 of the Texas Labor Code are unlawful.

Key Employee Rights Under State and Federal Law

Even in an at-will environment, College Station employees have enforceable rights:

• Freedom from Discrimination on the basis of race, color, national origin, sex (including pregnancy and sexual orientation, per Bostock v. Clayton County, 590 U.S. ___ (2020)), religion, age (40+), disability, or genetic information (Texas Labor Code §21.051; 42 U.S.C. §2000e).

• Minimum Wage and Overtime under the FLSA: $7.25/hour federal minimum; overtime at 1.5× regular rate after 40 hours in a workweek.

• Reasonable Accommodations for qualified employees with disabilities (42 U.S.C. §12112(b)(5)).

• Equal Pay for substantially similar work regardless of sex (Equal Pay Act, 29 U.S.C. §206(d)).

• Protection from Retaliation when reporting unlawful practices or participating in an investigation (Texas Labor Code §21.055).

Common Employment Law Violations in Texas

1. Wage & Hour Violations

Employers sometimes misclassify employees as independent contractors, deny overtime, or require off-the-clock work. The U.S. Department of Labor and Texas Workforce Commission regularly cite businesses in the Brazos Valley for unpaid wages.

2. Discrimination & Harassment

Claims filed with the EEOC’s San Antonio Field Office (which covers College Station) show persistent allegations of race, sex, and disability discrimination in both public and private workplaces.

3. Retaliation

Retaliation is the most frequent basis for EEOC charges nationwide. Texas courts have upheld sizable verdicts where employees were fired after reporting safety violations or requesting FMLA leave.

4. Wrongful Termination under Public Policy

Although limited, Texas courts recognize wrongful discharge when an employer fires an employee for refusing to commit an illegal act.

5. Family & Medical Leave Issues

Employers covered by the Family and Medical Leave Act (FMLA) must provide up to 12 weeks of unpaid, job-protected leave. Common violations include failure to notify employees of eligibility or counting FMLA leave as unexcused absences.

Texas Legal Protections & Employment Laws

Texas Labor Code Chapter 21 (Texas Commission on Human Rights Act)

Modeled after Title VII, Chapter 21 extends anti-discrimination protections to employers with at least 15 employees and creates the TWC-CRD to investigate complaints. Employees generally must file with the TWC-CRD within 180 days of the discriminatory act to preserve state claims.

Title VII of the Civil Rights Act

Under Title VII, College Station workers have 300 days to file a charge with the EEOC because Texas is a “deferral state” with a state agency (TWC-CRD) authorized to pursue discrimination matters.

Fair Labor Standards Act (FLSA)

• Statute of limitations: 2 years for ordinary violations; 3 years if the violation is “willful.”

• Covers most private employers and public agencies, including Texas A&M University for non-academic staff.

Americans with Disabilities Act (ADA) & Pregnancy Discrimination Act (PDA)

These federal laws prohibit discrimination and require reasonable accommodations. Texas courts often look to EEOC regulations to interpret “undue hardship.”

Steps to Take After Workplace Violations

1. Document Everything

Keep copies of pay stubs, performance reviews, emails, text messages, and written warnings. Texas courts frequently admit contemporaneous records as persuasive evidence.

2. Follow Internal Procedures

• Consult the employee handbook for grievance procedures.

• Report the issue in writing to HR or a supervisor.

• Request a copy of any investigation report.

3. File a Timely Administrative Charge

• EEOC: File online, by mail, or in person at the EEOC’s San Antonio District Office. Deadline: 300 days for discrimination in Texas.

• TWC-CRD: File within 180 days; dual filing with the EEOC is automatic when you indicate both state and federal claims.

4. Cooperate with the Agency Investigation

The agency may request position statements, affidavits, or mediation. Failure to respond can harm your case.

5. Request a Right-to-Sue Letter

If the EEOC or TWC-CRD does not resolve the charge, you may request a Notice of Right to Sue. Deadlines:

• Federal claims: file suit within 90 days of receiving the letter.

• State claims: file within 60 days of receiving the letter or within two years of filing the charge, whichever is earlier (Tex. Lab. Code §21.256).

6. Consult a Licensed Texas Employment Attorney

An attorney can evaluate damages, negotiate severance, and file in the proper court—often the U.S. District Court for the Southern District of Texas, Houston Division, which has jurisdiction over Brazos County federal cases.

When to Seek Legal Help in Texas

While some workplace problems can be resolved internally, you should contact a lawyer immediately when:

• You are terminated shortly after reporting discrimination or wage theft.

• A supervisor makes discriminatory comments and HR takes no action.

• You are denied overtime pay despite working more than 40 hours.

• You receive a Right-to-Sue notice and must file suit within the statutory deadline.

Texas attorneys must be licensed by the State Bar of Texas. You can verify a lawyer’s standing through the State Bar’s online directory. Make sure the attorney focuses on texas employment law and handles cases in the Bryan–College Station region.

Local Resources & Next Steps

EEOC Charge Filing Process Texas Labor Code Chapter 21 FLSA Overview from U.S. Department of Labor Workforce Solutions Brazos Valley – local TWC partner for College Station job seekers

For in-person help, the TWC Workforce Solutions Brazos Valley office is located at 3991 E 29th St, Bryan, TX 77802, about a 10-minute drive from downtown College Station.

Legal Disclaimer: This article provides general information for College Station, Texas employees. It is not legal advice and does not create an attorney-client relationship. Always consult a licensed Texas employment lawyer for advice on your specific 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.