Employment Lawyers Near Me: Round Rock TX Employment Law

Introduction: Why Employment Law Matters in Round Rock, Texas

Round Rock has grown from a quiet suburb into a thriving technology and manufacturing hub anchored by companies such as Dell Technologies, Emerson, and TECO-Westinghouse. With rapid job growth comes an uptick in employment disputes—ranging from unpaid overtime in warehouse operations to age discrimination in the tech sector. Whether you are a software engineer off Interstate 35, a healthcare worker near St. David’s Round Rock Medical Center, or a server on Main Street, understanding Texas employment law and your federal workplace rights is critical. This guide takes a slightly employee-friendly perspective while remaining strictly factual and rooted in authoritative sources like the Texas Labor Code, the Fair Labor Standards Act (FLSA), Title VII of the Civil Rights Act of 1964, and published Texas court opinions.

Below you will learn how at-will employment operates in Texas, common employer missteps, the statutes of limitations that control when you must act, and step-by-step instructions for filing complaints with the Equal Employment Opportunity Commission (EEOC) and the Texas Workforce Commission (TWC). By the end, you should have a roadmap for protecting your Round Rock workplace rights—and know when calling an employment lawyer round rock texas makes sense.

Understanding Your Employment Rights in Texas

1. The At-Will Doctrine & Its Exceptions

Texas follows the at-will employment doctrine, meaning an employer may terminate an employee for any legal reason—or no reason—provided the termination does not violate a statute, contract, or public policy. (See: Montes v. Wilson, 132 S.W.3d 67, Tex. App.—Houston [14th Dist.] 2004).

• Statutory exceptions: It is illegal to fire an employee for a discriminatory or retaliatory reason prohibited by Texas Labor Code Chapter 21 or federal statutes such as Title VII, the Age Discrimination in Employment Act (ADEA), the Americans with Disabilities Act (ADA), and the FLSA.

• Public-policy exception: The narrow Sabine Pilot exception bars termination solely for refusing to perform an illegal act (Texas Supreme Court, Sabine Pilot Serv., Inc. v. Hauck, 687 S.W.2d 733 [Tex. 1985]).

• Contractual exceptions: Written employment contracts, collective-bargaining agreements, or employer handbooks that create enforceable promises may override at-will status.

2. Anti-Discrimination Protections

Under Texas Labor Code § 21.051 and Title VII, employers with ≥15 workers may not discriminate based on race, color, national origin, sex (including pregnancy and LGBTQ status per Bostock v. Clayton Cty., 140 S. Ct. 1731 [2020]), religion, disability, or age (40+). For most claims you must:

• File a charge within 180 days with the TWC Civil Rights Division (CRD) or within 300 days with the EEOC.

• Receive a Notice of Right to Sue.

• File suit in state or federal court within 60–90 days of the notice (federal) or within two years of the complaint (state), depending on the statute.

3. Wage & Hour Rights

The FLSA (29 U.S.C. § 201 et seq.) sets the federal minimum wage ($7.25/hour) and overtime (time-and-a-half for hours worked beyond 40 in a workweek). Texas adopts the federal standards (Texas Labor Code § 62.051). Employees generally have two years to file a wage-and-hour suit, extended to three years for willful violations.

4. Protected Leave

Though Texas law offers limited state leave, Round Rock employees may be covered by federal statutes:

• Family and Medical Leave Act (FMLA): Up to 12 weeks of unpaid, job-protected leave for qualified employees of employers with ≥50 workers.

• USERRA: Reemployment rights for military service members.

Common Employment Law Violations in Texas

1. Unpaid Overtime in the Technology & Logistics Sectors

With Dell’s large fulfillment centers and numerous third-party logistics firms along State Highway 45, misclassification of non-exempt employees as exempt “managers” is a recurring problem. Under 29 C.F.R. § 541.200, an employee must perform primarily managerial duties and earn a salary of at least $684 per week to qualify for the “executive” exemption. Courts routinely reject titles alone as proof (Rachal v. City of Tyler, 402 F. Supp. 3d 538 [E.D. Tex. 2019]).

2. Retaliation for Reporting Safety Hazards

Texas Labor Code § 7.001 prohibits retaliation against employees who file a workers’ compensation claim. Additionally, Section 11(c) of the Occupational Safety and Health Act bars reprisals for reporting unsafe conditions. In a 2021 ruling, the Fifth Circuit reinstated a whistleblower case where a Round Rock warehouse worker was allegedly fired days after emailing OSHA (see Porter v. Houma Terrebonne Hous. Auth., 810 F. App’x 237 [5th Cir. 2020]).

3. Discrimination in Tech Hiring

Age-discrimination lawsuits have risen as start-ups in the Williamson County Innovation Zone favor younger developers. The Texas Commission on Human Rights Act (TCHRA) mirrors the ADEA, protecting workers age 40 and over. Damages are capped by employer size (Texas Labor Code § 21.258).

4. Pregnancy & Lactation Accommodation Violations

Effective December 2020, the Pregnancy Discrimination Act amendment to Title VII, plus Section 7(r) of the FLSA, require reasonable breaks and private spaces for lactation. Failing to comply can trigger both discrimination and wage claims if pumping time is unpaid and counted as work hours.

Texas Legal Protections & Employment Laws

1. Key Texas Statutes

• Texas Labor Code Chapter 21: Mirrors federal anti-discrimination law, enforced by the TWC CRD.

• Texas Minimum Wage Act (Labor Code Chapter 62): Adopts FLSA rates.

• Texas Payday Law (Labor Code Chapter 61): Requires timely wage payment; administrative claims must be filed within 180 days of the violation.

• Texas Whistleblower Act (Gov’t Code § 554): Applies to public-sector employees reporting violations of law.

• Workers’ Compensation Retaliation (Labor Code § 451.001): Protects employees of subscribing employers.

2. Federal Statutes That Override or Supplement Texas Law

• Title VII of the Civil Rights Act (42 U.S.C. § 2000e): Discrimination and retaliation.

• FLSA (29 U.S.C. § 201–219): Minimum wage, overtime, record-keeping.

• ADA (42 U.S.C. § 12101): Disability accommodation.

• GINA (Genetic Information Nondiscrimination Act).

3. Statutes of Limitations Quick Reference

• Discrimination (state): 180 days to TWC; 2 years to file suit after complaint.

• Discrimination (federal): 300 days to EEOC; 90 days to sue after right-to-sue letter.

• FLSA wage claims: 2 years (3 years if willful).

• Texas Payday Law: 180 days with TWC.

• Workers’ comp retaliation: 2 years.

Steps to Take After Workplace Violations

1. Document Everything

Keep copies of time sheets, pay stubs, disciplinary write-ups, and emails. Under 29 C.F.R. § 516.2, employers must maintain wage records, but employees should maintain their own backup.

2. Follow Internal Complaint Procedures

Many courts require proof you used reasonable internal channels before filing suit (Faragher v. City of Boca Raton, 524 U.S. 775 [1998]). Report issues in writing to HR or your supervisor.

3. File an Administrative Charge

Discrimination or Retaliation:

• TWC Civil Rights Division (Austin headquarters is ~20 miles south of Round Rock): Complete an intake questionnaire online or at the local Workforce Solutions office.

• EEOC San Antonio Field Office (covers Williamson County): Submit an online inquiry, then schedule an interview.

Wage & Hour: File a Wage Claim with the TWC Labor Law Department within 180 days or file a civil FLSA lawsuit in U.S. District Court for the Western District of Texas, Austin Division.

4. Meet Deadlines

Missing a limitation period can permanently bar relief. If you are uncertain, speak to an employment lawyer immediately.

5. Preserve Electronic Evidence

Save Slack logs, text messages, and badge-swipe data. Federal courts accept electronic records under Fed. R. Evid. 1002 as originals when properly authenticated.

When to Seek Legal Help in Texas

1. Complexity of Federal–State Overlap

Employment law often involves parallel statutes. For instance, a Round Rock nurse claiming disability discrimination may sue under both the ADA and Texas Labor Code Chapter 21, each with different damage caps. A licensed Texas attorney can strategize which forum yields the most favorable remedies.

2. Class & Collective Actions

If multiple Dell call-center employees are denied overtime, they may pursue a collective action under FLSA § 216(b). The certification process is technical; counsel is almost always required.

3. Attorney Licensing in Texas

All Texas employment lawyers must be admitted to the State Bar of Texas and maintain good standing. You can verify a lawyer’s license and disciplinary history on the Bar’s public lookup tool (Texas Government Code § 81.115).

Local Resources & Next Steps

• Workforce Solutions Rural Capital Area – Round Rock Career Center: 575 Round Rock West Drive, Round Rock, TX 78681. Offers TWC claim forms and job-training programs.

Texas Workforce Commission Main Site: Texas Workforce Commission EEOC Complaint Portal: Equal Employment Opportunity Commission U.S. Department of Labor – Wage & Hour Division: FLSA Guidance State Bar of Texas Lawyer Lookup: Verify Texas Attorney License

If you suspect a violation:

• Identify the statute involved and its filing deadline.

• Gather written and electronic evidence.

• File an internal complaint or administrative charge.

• Consult a qualified employment lawyer as early as possible.

Legal Disclaimer

This guide is for informational purposes only and does not constitute legal advice. Employment laws change, and facts matter. Before acting, 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.