Employment Lawyers Near Me: Employment Law Guide, Bryan, Texas

Introduction: Why Employment Law Matters in Bryan, Texas

Whether you clock in at a healthcare facility on E Villa Maria Road, manage a shift at a manufacturing plant off State Highway 6, or teach at Texas A&M University’s RELLIS Campus just outside town, knowing your workplace rights is essential. Bryan, Texas sits in Brazos County, a region shaped by agriculture, oil and gas, higher education, and a growing technology sector. Each industry creates unique employment law challenges—from unpaid overtime in oilfield services to disability accommodations for university staff. This guide—written from an employee-focused perspective—explains the most common legal issues Bryan workers face, the protections provided by Texas and federal law, and the practical steps you can take if your rights are violated.

We rely exclusively on authoritative sources such as the Texas Labor Code, Fair Labor Standards Act (29 U.S.C. §§ 201 et seq.), Title VII of the Civil Rights Act (42 U.S.C. § 2000e et seq.), Americans with Disabilities Act (42 U.S.C. § 12101 et seq.), and guidance from the Texas Workforce Commission (TWC) and Equal Employment Opportunity Commission (EEOC). Facts that cannot be verified through those authorities have been excluded.

Understanding Your Employment Rights in Texas

1. Texas At-Will Employment—And Its Limits

Texas follows the common-law doctrine of at-will employment, meaning an employer may terminate a worker for any lawful reason—or no reason—without warning. However, the doctrine has vital exceptions:

• Statutory exceptions: An employer cannot fire you for race, color, national origin, religion, sex (including pregnancy and sexual orientation), disability, age (40+), or genetic information under Title VII, the Texas Commission on Human Rights Act (Texas Labor Code § 21.051), the ADA, and the Age Discrimination in Employment Act.

• Retaliation protection: Terminating an employee for filing an EEOC charge, reporting unlawful activity (Texas Whistleblower Act for public employees, or Sabine Pilot doctrine for refusal to perform illegal acts), or requesting workers’ compensation benefits violates state and federal law.

• Contract exceptions: A signed employment contract, collective bargaining agreement, or company policy that limits termination rights overrides at-will status.

2. Wage and Hour Basics

The Fair Labor Standards Act (FLSA) sets the federal minimum wage ($7.25/hour) and overtime—time and a half after 40 hours in a workweek. Texas does not impose a higher state minimum, so FLSA controls. Key rights include:

• Overtime pay for non-exempt employees regardless of job title.

• Proper tip credit practices for servers and bartenders (29 C.F.R. § 531).

• Timely wage payment under Texas Labor Code §§ 61.011–61.014.

3. Discrimination & Harassment Protections

Both Title VII and Texas Labor Code Chapter 21 prohibit discrimination in hiring, firing, pay, and working conditions. This includes protection against sexual harassment, which Texas strengthened in 2021 (Senate Bill 45; Texas Labor Code §§ 21.141–21.144), expanding employer liability and extending the limitations period to 300 days—matching federal law.

4. Leave & Accommodation Rights

• Family and Medical Leave Act (FMLA): Up to 12 weeks of unpaid, job-protected leave for serious health conditions, birth/adoption, or military exigencies, if you work for a covered employer (50+ employees) and have 1,250 hours in the previous 12 months.

• ADA reasonable accommodations for disabilities, unless causing undue hardship (42 U.S.C. § 12112).

• Pregnancy discrimination: Employers must provide accommodations similar to those provided to temporarily disabled employees.

Common Employment Law Violations in Texas

1. Unpaid Overtime and Misclassification

Oilfield service companies around Bryan often pay “day rates” without overtime. While day-rate pay is legal, failing to add overtime violates 29 C.F.R. § 778.112. Similarly, tech startups may call programmers “independent contractors” to avoid payroll taxes—an unlawful practice if the employer controls the work’s manner and means (economic-realities test).

2. Workplace Discrimination

Examples reported to the EEOC’s Houston District (which covers Brazos County) include:

• Age bias in layoffs when experienced plant workers are replaced with lower-wage hires.

• Failure to accommodate a university employee’s disability by denying ergonomic equipment.

• Harassing comments toward Hispanic agricultural laborers about immigration status.

3. Sexual Harassment Post-SB 45

Under Texas’ amended law, all employers—even those with one employee—can be liable for sexual harassment. If a supervisor at a Bryan restaurant ignores your complaint about customer groping, both the individual and company may face liability.

4. Retaliation

According to EEOC statistics, retaliation is the most frequently filed charge. Examples include docking the hours of a Bryan nursing assistant after she objects to wage theft, or disciplining a warehouse worker who testifies in a coworker’s discrimination case.

5. Wrongful Termination

Because Texas is at-will, not every unfair firing is illegal. But termination that contravenes statute or public policy—such as firing someone for jury duty (Tex. Civ. Prac. & Rem. Code § 122.001) or for filing a workers’ compensation claim (Texas Labor Code § 451.001)—is actionable.

Key Texas Legal Protections & Employment Laws

1. Texas Commission on Human Rights Act (TCHRA)

Embedded in Texas Labor Code Chapter 21, TCHRA parallels Title VII but applies to employers with 15+ employees (one employee for sexual harassment claims). It offers back pay, reinstatement, compensatory and punitive damages capped by size of employer, and attorney’s fees.

2. Fair Labor Standards Act (FLSA)

Employees have two years to sue for unpaid wages (three years if the violation is “willful” per 29 U.S.C. § 255). Liquidated damages can double back pay unless the employer proves good faith.

3. Texas Payday Law

Texas Labor Code Chapter 61 allows workers to file a wage claim with TWC within 180 days of the date wages were due. It covers final paychecks, commissions, and bonuses.

4. Whistleblower & Retaliation Statutes

• Texas Whistleblower Act (Tex. Gov’t Code § 554.002) protects public employees who report law violations to an appropriate authority.

• Sabine Pilot v. Hauck, 687 S.W.2d 733 (Tex. 1985): Creates a common-law cause of action when an employee is fired solely for refusing to perform an illegal act.

5. Occupational Safety

Under OSHA (administered federally in Texas), workers may file a complaint within 30 days of retaliation for reporting workplace hazards.

6. Statutes of Limitation Summary

• EEOC/TWC discrimination charge: 300 days from adverse action (Texas is a “deferral” state).

• State sexual harassment claim: 300 days (Texas Labor Code § 21.141).

• Workers’ comp retaliation: 2 years (Texas Labor Code § 451.003).

• FLSA wage/overtime: 2–3 years (29 U.S.C. § 255).

• Texas Whistleblower Act: 90 days after employer’s final adverse action (Tex. Gov’t Code § 554.005).

Steps to Take After Workplace Violations

1. Document Everything

Keep emails, timecards, performance reviews, and a contemporaneous journal with dates, names, and specifics. Texas and federal courts consistently treat thorough documentation as persuasive evidence.

2. Follow Internal Policies—But Protect Yourself

Most large Bryan employers—such as St. Joseph Health or Woodbolt Distribution (Cellucor/C4 Energy)—maintain complaint procedures. File written reports pursuant to policy; failure to use them can limit damages (Burlington Industries, Inc. v. Ellerth, 524 U.S. 742 (1998)). Retain copies.

3. File a Charge with the EEOC or TWC

Because Texas is a “work-sharing” state, filing with one agency generally satisfies filing with the other. You can:

• Submit an online intake with the EEOC.

• Visit the TWC Civil Rights Division’s Austin headquarters or call for remote intake appointments.

• Mail a signed, dated charge statement referencing the employer and acts complained of.

The agency will serve the employer, investigate, and may offer mediation. If no settlement arises, you receive a Notice of Right to Sue—you then have 90 days (federal) or 60 days (state) to file in court (42 U.S.C. § 2000e-5(f)(1); Texas Labor Code § 21.254).

4. Wage Claims & Overtime Lawsuits

For smaller claims (≤ $20,000), TWC’s Wage Claim process offers administrative relief. Larger or complex overtime disputes usually proceed directly to federal court in the Southern District of Texas—Houston Division or Western District—Waco Division, depending on venue.

5. OSHA & Safety Complaints

Call OSHA’s toll-free line, file online, or contact its Houston North Area Office, which covers Brazos County. Retaliation complaints must be filed within 30 days.

When to Seek Legal Help in Texas

1. Complexity of Statutes & Deadlines

Employment statutes overlap, limitations periods are short, and damages caps vary. Missing a 180-day Texas Payday deadline or the 300-day discrimination deadline can bar an otherwise strong case.

2. Evidence Preservation & Litigation Hold

An experienced employment lawyer in Bryan, Texas can send a litigation-hold letter to preserve key evidence—surveillance footage, server emails, and HR files—before they are purged.

3. Contingency Representation & Fee-Shifting

Many plaintiff-side employment attorneys work on contingency, leveraging fee-shifting provisions in FLSA (29 U.S.C. § 216(b)) and TCHRA. This often means no upfront cost to the employee.

4. Texas Attorney Licensing Rules

Only lawyers licensed by the State Bar of Texas may provide legal advice or represent you in Texas courts. Verify an attorney’s standing through the Bar’s searchable directory.

Local Resources & Next Steps

Workforce Solutions Brazos Valley 3991 E 29th St, Bryan, TX 77802 Offers job search help and wage claim information. Brazos County Law Library 300 E 26th St, Bryan, TX 77803 Provides access to federal and state employment statutes and case reporters. U.S. District Court – Southern District of Texas, Houston Division 515 Rusk St, Houston, TX 77002 Venue for many FLSA and Title VII cases arising from Bryan. EEOC Houston District Office 1919 Smith St, 7th Floor, Houston, TX 77002

If you believe your rights have been violated:

• Review employer policies and deadlines.

• Gather documents and witness names.

• Contact the EEOC/TWC promptly.

• Consult an experienced employment lawyer bryan texas for tailored guidance.

Legal Disclaimer

This guide provides general information and is not legal advice. Laws change, and each case is unique. Consult a licensed Texas employment attorney regarding 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.