Garland Texas Employment Law Guide: Worker Rights

11 min read

Introduction: Why Garland Employees Need a Texas-Specific Guide

Whether you work on the production lines that ring Lake Ray Hubbard, staff one of Garland’s thriving healthcare clinics, or telecommute for a Dallas-based tech firm, knowing your rights under Texas and federal law is critical. Garland’s labor market remains robust—its unemployment rate consistently tracks below the national average—but that doesn’t protect workers from wrongful termination, unpaid wages, discrimination, retaliation, or harassment. Because Texas is an at-will employment state, many employees mistakenly believe they have few legal protections. In reality, both state statutes and federal laws create powerful remedies. This guide explains those protections, outlines strict filing deadlines, and gives step-by-step instructions if you believe your rights have been violated. Our goal is to empower you—the employee—to take informed, decisive action and, when necessary, to enlist professional help from experienced employment counsel.

Understanding Your Employment Rights in Texas

1. Texas At-Will Employment—What It Means

Under the at-will doctrine, either the employer or employee may end the relationship at any time, for any reason, or for no reason at all—except for a reason expressly prohibited by law. Termination based on race, sex, religion, national origin, disability, age (40+), pregnancy, military status, or whistleblowing is unlawful.

2. Federal Statutes That Overlay Texas Law

• Title VII of the Civil Rights Act—prohibits discrimination based on race, color, religion, sex, or national origin.

• Americans with Disabilities Act (ADA)—protects qualified workers with disabilities and requires reasonable accommodation.

• Age Discrimination in Employment Act (ADEA)—prohibits discrimination against workers 40 and older.

• Fair Labor Standards Act (FLSA)—sets minimum wage ($7.25 per hour in Texas) and overtime (time-and-a-half for hours over 40 per workweek).

3. Key Texas Statutes

• Texas Labor Code Chapter 21—mirrors Title VII protections; enforced by the Texas Workforce Commission (TWC) Civil Rights Division.

• Texas Payday Law—requires timely payment of earned wages, commissions, and bonuses.

• Texas Whistleblower Act—protects public-sector employees who report violations of law.

In many cases, you must exhaust state administrative remedies before filing a lawsuit. Acting quickly is therefore crucial.

Common Employment Disputes in Texas Workplaces

Wrongful Termination

Although ‘wrongful termination’ is not a single cause of action under Texas law, it broadly captures any firing that violates a statute or public policy. Common examples include termination for refusing to perform an illegal act, reporting safety violations, or taking legally protected leave.

Wage and Hour Violations

Garland’s manufacturing and logistics employers often use fluctuating schedules. Misclassification of non-exempt workers as salaried, denying overtime, or shaving hours from timecards violates the FLSA and Texas Payday Law.

Discrimination and Harassment

Workplace harassment becomes unlawful when it is severe or pervasive, or when it results in adverse employment decisions. Texas Labor Code Chapter 21 and Title VII create overlapping remedies and allow for compensatory and punitive damages, subject to caps based on employer size.

Retaliation

Both federal and state laws prohibit retaliation against employees who complain about unlawful conduct, participate in investigations, or file claims. Retaliation claims often succeed even when the underlying discrimination claim fails, making them a potent tool for employees.

Texas Legal Protections, Filing Deadlines, and Procedures

Administrative Complaints

Discrimination & Retaliation (TWC/EEOC Dual Filing) File a Charge of Discrimination within 300 days of the adverse action (180 days if you proceed solely under Texas law). The TWC and EEOC have a work-sharing agreement, so one filing covers both agencies. Unpaid Wages (Texas Payday Law) Submit a wage claim to the Texas Workforce Commission within 180 days after the wages were originally due. Occupational Safety Complaints For workplace safety hazards, non-supervisory employees may file confidential complaints with OSHA within 30 days if retaliated against.

Civil Lawsuits

• After receiving a “Right-to-Sue” letter from the EEOC/TWC, employees have 90 days (federal claims) or 60 days (Texas claims) to file suit in state or federal court.

• FLSA wage suits carry a two-year statute of limitations (three years if the violation is willful).

• Common-law wrongful termination claims (e.g., Sabine Pilot refusals) must generally be filed within two years.

Tip: Missing a deadline can extinguish otherwise valid claims. Calendar every critical date the moment the issue arises.

Relevant Texas Case Law

• Sabine Pilot Serv., Inc. v. Hauck, 687 S.W.2d 733 (Tex. 1985) – Established a public-policy exception to at-will employment for refusing to commit an illegal act.

• Mission Consolidated Indep. Sch. Dist. v. Garcia, 372 S.W.3d 629 (Tex. 2012) – Clarified damages caps under Chapter 21 of the Texas Labor Code.

• Exxon Mobil Corp. v. Rincones, 520 S.W.3d 572 (Tex. 2017) – Affirmed employee’s right to sue for defamation and discrimination concurrently.

Step-by-Step Action Plan After a Workplace Dispute

1. Preserve Evidence Immediately

• Save emails, text messages, voicemails, performance reviews, and pay stubs.

• Download copies of company handbooks, policies, and schedules.

• Write a contemporaneous memo summarizing discriminatory remarks, dates, witnesses, and your responses.

2. Follow Internal Complaint Procedures

Most employers maintain anti-harassment or grievance procedures. Use them. Courts frequently reduce damages if an employee fails to utilize internal processes that could have corrected the issue.

3. File the Appropriate Administrative Claim

For discrimination, complete Form 5 (Charge of Discrimination) and submit it to the EEOC’s Dallas District Office. For unpaid wages, file the TWC Wage Claim. Gather the following before filing:

• Full legal name, address, and contact information for you and the employer.

• Date(s) of adverse actions and a concise description.

• Copies of relevant documents and the names of any witnesses.

4. Cooperate With the Agency Investigation

The EEOC or TWC may request documents, interviews, and mediation. Promptly comply while continuing to build your evidence file. Take notes after each agency communication.

5. Evaluate Settlement Offers Carefully

Employers sometimes propose severance or back-pay agreements conditioned on broad releases. Never sign a release without understanding its scope. Consult with an attorney to assess whether the compensation is fair given potential damages for lost wages, emotional distress, attorney’s fees, and punitive damages.

6. Decide Whether to Sue

If the agency dismisses your charge or you receive a Right-to-Sue letter, the clock starts on strict litigation deadlines. Weigh costs, benefits, and potential recovery. Many cases resolve through pre-suit negotiation once an employer sees that you have counsel ready to file.

When to Seek Legal Help in Texas

You can navigate some disputes—such as minor wage miscalculations—on your own. However, you should consult an employment attorney if:

• You are offered a severance package containing non-compete or non-disparagement clauses.

• Multiple employees are affected, suggesting a pattern or class claim.

• The employer retaliates against you for filing an internal or agency complaint.

• You face complex issues such as FMLA leave, disability accommodation, or constructive discharge.

Texas employers often have experienced HR staff and defense counsel. Level the playing field by obtaining your own representation. A lawyer can calculate damages, negotiate settlements, and preserve claims you might overlook.

Louis Law Group represents employees statewide and maintains strategic relationships with counsel admitted in every federal district in Texas. Our attorneys are licensed by the State Bar of Texas and focus exclusively on employee-side representation.

Local Resources & Next Steps for Garland Workers

Texas Workforce Commission – File wage claims and obtain unemployment benefits. EEOC Dallas District Office – Handles discrimination charges for Garland. Texas Labor Code Chapter 21 – Statutory text governing discrimination claims. Dallas Bar Association – Employment Law Section – CLE materials and attorney referral service.

Garland’s diverse economy—from the Baylor Scott & White medical campus to numerous light-industrial parks—means employment issues vary widely. If you suspect your employer has violated Texas workplace laws, act quickly to safeguard your claims.

Call to Action If you believe your workplace rights have been violated, call Louis Law Group at 833-657-4812 for a free, confidential case evaluation and policy review.

Disclaimer

This guide provides general information and is not legal advice. Laws can change, and their application may vary based on specific facts. Consulting a qualified attorney is the best way to protect your rights. Transmission of this guide does not create an attorney-client relationship.