Employment Lawyers Near You: Garland, Texas Employment Law

Introduction: Why Garland Workers Need to Understand Employment Law

Whether you clock in at a Kraft Heinz production line, teach at Garland Independent School District, engineer components for General Dynamics, or work remotely for a Dallas–Fort Worth tech start-up, you are protected by a web of federal and Texas employment statutes. Because Texas is an at-will state, your employer can generally terminate you for any lawful reason—or no reason at all—unless an exception applies. Understanding those exceptions, the complaint deadlines, and the resources available in Garland is essential to safeguarding your livelihood.

This guide focuses on the most common workplace issues facing employees in Garland, Texas, such as unpaid overtime, discrimination, harassment, retaliation, and wrongful termination. It draws on the Texas Labor Code, Title VII of the Civil Rights Act of 1964, the Fair Labor Standards Act (FLSA), the Americans with Disabilities Act (ADA), the Texas Commission on Human Rights Act (TCHRA), and authoritative court decisions. Slightly favoring employee protections while remaining strictly factual, we outline the steps you can take—and the pitfalls to avoid—when asserting your rights.

Understanding Your Employment Rights in Texas

1. The At-Will Doctrine and Its Exceptions

Texas follows the at-will employment doctrine: either the employer or the employee may end the relationship at any time, with or without notice, for any lawful reason (Texas Labor Code § 2.001, common-law precedent in Sabine Pilot Serv., Inc. v. Hauck, 687 S.W.2d 733 (Tex. 1985)). However, several critical exceptions protect workers:

• Statutory Protections – Employers cannot fire or discipline you for reasons prohibited by federal or state statutes (e.g., discrimination under Title VII and TCHRA, retaliation for filing a workers’ compensation claim under Texas Labor Code § 451.001).

• Public-Policy Exception – Pursuant to Sabine Pilot, an employer may not terminate an employee solely for refusing to perform an illegal act.

• Written Employment Contracts – Union collective bargaining agreements and individual contracts may limit an employer’s ability to terminate without cause.

2. Key Federal and Texas Statutes That Protect Garland Workers

• Title VII of the Civil Rights Act of 1964 – Bars employment discrimination based on race, color, religion, sex (including pregnancy, sexual orientation, and gender identity per Bostock v. Clayton County), or national origin in workplaces with 15+ employees.

• Texas Commission on Human Rights Act (TCHRA), Texas Labor Code Chapter 21 – Mirrors Title VII protections and extends them to age and disability in workplaces with 15+ employees.

• Fair Labor Standards Act (FLSA) – Guarantees federal minimum wage ($7.25/hour) and overtime at 1.5 times your regular rate for hours over 40 in a workweek, unless an exemption applies.

• Americans with Disabilities Act (ADA) & ADA Amendments Act – Require reasonable accommodations for qualified employees with disabilities, absent undue hardship to the employer.

• Family and Medical Leave Act (FMLA) – Grants up to 12 weeks of unpaid, job-protected leave for serious health conditions, childbirth, or caregiving, if you and your employer meet eligibility thresholds.

3. Statutes of Limitations You Cannot Miss

Discrimination/Retaliation under TCHRA: 180 days to file with the Texas Workforce Commission (TWC).

• Discrimination/Retaliation under Title VII: 300 days when a state agency like TWC has a work-sharing agreement with the EEOC (as Texas does), else 180.

• Wage Claims under FLSA: 2 years (3 years if the violation is willful) to sue in federal court.

• Workers’ Compensation Retaliation (Texas Labor Code § 451): 2 years from the date of unlawful termination.

• Written Employment Contract Breach: 4 years under Texas Civil Practice & Remedies Code § 16.004.

Common Employment Law Violations in Texas

1. Wage and Hour Shortfalls

Garland’s manufacturing and logistics sectors often rely on shift work, leading to unpaid pre-shift setup, off-the-clock tasks, and missed overtime. Under the FLSA and Texas Labor Code § 62.051, non-exempt employees must receive:

• Minimum wage: $7.25/hour (Texas follows the federal rate).

• Overtime pay: 1.5× the regular hourly rate for hours worked over 40 per week.

Employers sometimes misclassify workers as “independent contractors” or use the administrative, executive, or professional exemptions incorrectly, depriving employees of overtime.

2. Discrimination and Harassment

Discrimination claims in Garland often involve Asian and Latino workers in the electronics refurbishing plants along State Highway 78, women in STEM roles, and older employees replaced during corporate restructurings. Illegal employment actions include:

• Refusal to hire, demotion, or termination based on protected characteristics.

• Failure to accommodate disabilities or religious practices when reasonable.

• Hostile work environments—severe or pervasive harassment creating an abusive atmosphere (e.g., racial slurs, sexual advances).

3. Retaliation

Retaliation has become the most frequently filed charge with both the EEOC and TWC. Texas Labor Code § 21.055 and Title VII § 704(a) forbid punishing an employee for:

• Opposing discriminatory practices.

• Filing EEOC/TWC charges or participating in investigations.

• Requesting reasonable accommodations or medical leave.

4. Wrongful Termination

Although most terminations are legal under at-will employment, firing an employee for a prohibited reason—such as reporting OSHA safety violations in a Garland electronics recycling facility—can give rise to a wrongful termination claim under federal or state law.

5. Family and Medical Leave Violations

Healthcare, education, and food-production employers sometimes deny legally mandated FMLA leave or retaliate against employees who take it, especially during peak production periods.

Texas Legal Protections & Employment Laws in Detail

1. Texas Labor Code Chapter 21 (TCHRA)

TCHRA largely mirrors Title VII but offers additional procedural nuances:

• Filing is mandatory with the TWC Civil Rights Division before you can sue in state court (exhaustion of administrative remedies).

• Employees in workplaces with 15+ employees are covered.

• Damages caps align with Title VII (e.g., up to $300,000 for employers with 501+ employees).

2. Federal FLSA and Texas Payday Law

The FLSA is enforced by the U.S. Department of Labor (DOL), while the Texas Workforce Commission administers the Texas Payday Law (Labor Code Chapter 61). Key points:

• Payday Law Claims – File within 180 days of the date wages were due. This is an administrative, faster route for smaller wage disputes.

• Collective Actions – Under FLSA § 216(b), similarly situated employees may opt in to one lawsuit, magnifying leverage.

3. Disability & Accommodation Law

The ADA applies to Garland employers with 15+ employees. The Texas Labor Code § 21.128 extends similar protections at the state level. A reasonable accommodation might include modified equipment, schedule adjustments, or extended leave, provided it does not impose undue hardship.

4. Whistleblower Protections

Public employees in Garland (e.g., City of Garland utilities) are protected by the Texas Whistleblower Act (Texas Gov’t Code § 554). Private-sector workers may rely on specific statutes (e.g., Sarbanes-Oxley for publicly traded companies) or the Sabine Pilot common-law exception for refusals to perform illegal acts.

5. Background Checks & Ban-the-Box Trends

Texas has no statewide ban-the-box law for private employers. However, federal guidance from the EEOC (2012 Enforcement Guidance) cautions against blanket criminal-history exclusions that disproportionately affect protected classes without a business necessity.

Steps to Take After Workplace Violations

1. Collect and Preserve Evidence

• Documentation – Keep emails, performance reviews, pay stubs, schedules, photos of time-clock entries, and written complaints.

• Witness Information – Compile contact details of co-workers who observed the violation.

• Timeline – Record dates, times, and locations of each incident (helpful for charge forms and litigation pleadings).

2. Follow Internal Procedures First

Texas courts often expect employees to utilize company grievance mechanisms (per EEOC v. St. Francis Med. Ctr.). Review your employee handbook and escalate complaints up the chain of command or HR.

3. File an Administrative Charge Timely

For discrimination or retaliation, you must file with the TWC and/or the EEOC before heading to court.

• Both agencies share one dual-filing intake form, available online or at the Dallas District EEOC office (contact info below).

• Deadlines: 180 days (state) or 300 days (federal) from the adverse action.

4. Texas Workforce Commission Wage Claim

If your dispute involves wages only (final paycheck, commissions, vacation), you may submit a Texas Payday Law claim online within 180 days. The TWC will investigate and issue a preliminary wage order quickly.

5. Consider Mediation

The EEOC offers free mediation early in its process. Many Garland employers agree because it can limit legal costs and publicity.

6. Filing a Lawsuit

Once you receive a Notice of Right to Sue—or 180 days have passed without TWC resolution—you have:

• 60 days to sue under TCHRA in Texas state court.

• 90 days to sue under Title VII, ADA, or ADEA in federal court (29 U.S.C. § 626(e)).

When to Seek Legal Help in Texas

1. Complex Claims and Tight Deadlines

Employment litigation involves strict procedural rules. Missing a filing deadline—even by a single day—can be fatal to your claim, as stressed in National R.R. Passenger Corp. v. Morgan, 536 U.S. 101 (2002).

2. Retaliation and Ongoing Harassment

If your employer escalates harassment after you complain, speak with counsel immediately to pursue injunctive relief or a temporary restraining order in Dallas County District Court.

3. Class and Collective Actions

Wage cases grow in strength as co-workers band together. An employment lawyer in Garland, Texas can evaluate whether your claim could proceed as an FLSA collective action, increasing settlement leverage and tolling limitations for those who opt in.

Local Resources & Next Steps

1. Government Agencies Serving Garland

• EEOC Dallas District Office – 207 S. Houston St., 3rd Floor, Dallas, TX 75202; 1-800-669-4000.

• Texas Workforce Commission Civil Rights Division – 1117 Trinity St., Room 144, Austin, TX 78701; 888-452-4778.

• Workforce Solutions Greater Dallas – Garland Workforce Center – 217 N. 10th St., Garland, TX 75040; 972-272-5801.

2. Local Courts

• Dallas County District Courts – George L. Allen Courts Building, 600 Commerce St., Dallas, TX 75202.

• U.S. District Court, Northern District of Texas (Dallas Division) – 1100 Commerce St., Dallas, TX 75242.

3. Professional Licensing and Attorney Selection

Texas employment attorneys must be licensed by the State Bar of Texas and comply with the Texas Disciplinary Rules of Professional Conduct. You can verify an attorney’s standing through the State Bar’s public lookup.

4. Community Organizations

• Legal Aid of NorthWest Texas – Offers free or low-cost legal help to qualifying low-income workers (214-748-1234).

• Dallas Chapter, National Employment Lawyers Association (NELA) – Referral source for plaintiff-side employment counsel.

• Garland Chamber of Commerce – Workplace compliance seminars for local small businesses and HR managers.

5. Checklist: Protecting Your Garland Workplace Rights

• Read your employee handbook.

• Document violations contemporaneously.

• File internal complaints in writing.

• Meet administrative deadlines (180/300 days).

• Consult a Texas-licensed employment lawyer quickly if retaliation or complex wage issues arise.

Authoritative External References

EEOC: Title VII Statutory Text Texas Labor Code Chapter 21 (TCHRA) U.S. Department of Labor: FLSA Overview Texas Workforce Commission: How to File a Wage Claim

Legal Disclaimer

This article is for informational purposes only and does not constitute legal advice. Laws change, and the application of statutes can vary based on specific facts. Consult a licensed Texas employment attorney for advice on your 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.