Guide to Texas Employment Law Disputes in McKinney

13 min read

Introduction: Why McKinney Employees Need to Know Their Rights

Nestled just 30 miles north of Dallas, McKinney is one of the fastest-growing cities in the nation. With a booming tech corridor, healthcare expansion, and a vibrant small-business scene along Historic Downtown, the local job market is diverse and competitive. Yet rapid growth can also lead to workplace disputes—wrongful termination, unpaid wages, discrimination, retaliation, and harassment—that leave employees wondering where to turn. Understanding Texas employment law, federal protections, and local resources is the first step toward safeguarding your livelihood. This comprehensive guide is tailored to McKinney workers, providing clear, actionable advice and pointing you to the agencies and professionals—like Louis Law Group—ready to advocate for you.

Understanding Your Employment Rights in Texas

Texas Is an At-Will State—But Not a Free-For-All

Under Texas law, most employment relationships are "at-will." Your employer can terminate you for any lawful reason—or no reason—without notice. However, at-will does not mean without limits. Termination cannot violate:

• Federal anti-discrimination statutes (Title VII, ADA, ADEA, GINA).

• Section 21 of the Texas Labor Code (mirrors Title VII but adds protections, including for AIDS/HIV status).

• Contractual provisions (written employment contracts, collective bargaining agreements, or offer letters with specific terms).

• Public-policy exceptions (refusal to perform an illegal act—Sabine Pilot doctrine).

Protected Classes Under Federal & Texas Law

Both Title VII and the Texas Labor Code prohibit employment discrimination based on:

• Race, color, or national origin

• Sex (including pregnancy, sexual orientation, and gender identity per 2020 SCOTUS decision Bostock v. Clayton County)

• Religion

• Disability

• Age (40+)

• Genetic information

• Citizenship status (under IRCA)

Wage & Hour Basics

The federal Fair Labor Standards Act (FLSA) sets the minimum wage ($7.25/hr) and overtime (1.5×) rules. Texas does not have its own minimum wage—so the FLSA rate applies statewide, including McKinney. Key takeaways:

• Non-exempt employees working 40+ hours/week are entitled to overtime pay.

• Misclassification (calling workers “independent contractors” or “exempt” supervisors to avoid overtime) is a common violation.

• Final paychecks must be issued within six calendar days after termination (Texas Payday Law).

Common Employment Disputes in McKinney, Texas

Wrongful Termination

While at-will allows terminations for almost any reason, it does not allow discharge for illegal reasons—such as reporting OSHA safety issues, filing a workers’ compensation claim, taking protected leave under the FMLA, or complaining about discrimination. These retaliatory dismissals can support a wrongful-termination claim.

Retaliation Against Whistleblowers

Federal statutes (OSHA, Sarbanes-Oxley, Dodd-Frank) and the Texas Whistleblower Act (for public employees) protect those who report legal violations. Proving retaliation involves showing:

• Protected activity (e.g., filing an internal ethics complaint).

• Adverse employment action (termination, demotion, pay cut).

• Causal connection (timing, statements, or pattern).

Wage & Hour Violations

Collin County’s service and logistics sectors frequently rely on fluctuating schedules, making overtime disputes common. Employers may:

• Deny overtime by misclassifying employees as salaried “managers.”

• Require off-the-clock work (pre-shift meetings, donning protective gear, or answering texts after hours).

• Make illegal deductions for uniforms or cash shortages that drop pay below minimum wage.

Discrimination & Harassment

Between 2018-2022, the EEOC’s Dallas District Office (covering McKinney) received over 32,000 charges, with race, sex, and disability claims topping the list. Unlawful discrimination can manifest as:

• Refusal to hire or promote qualified employees of a protected class.

• Unequal pay for substantially equal work (EPA, Title VII).

• Hostile work environment—severe or pervasive conduct (slurs, unwanted touching, offensive jokes).

Texas Legal Protections & Regulations

Key Statutes & Regulations

• Texas Labor Code Chapter 21 – Mirrors Title VII protections; administered by the Texas Workforce Commission Civil Rights Division (TWC-CRD).

• Texas Payday Act – Ensures timely payment of wages; enforced by the TWC Wage and Hour Department.

• Texas Minimum Wage Act – Adopts federal wage rates.

• Texas Whistleblower Act – Public employees may sue for retaliation within 90 days of termination.

• Sabine Pilot doctrine – Common-law claim if fired for refusing to commit an illegal act (two-year statute of limitations).

Administrative Agencies

Texas Workforce Commission (TWC official site) – Handles wage claims, unemployment appeals, and state discrimination charges. Equal Employment Opportunity Commission (Dallas District Office) – Federal discrimination charges; coordinates with TWC-CRD. U.S. Department of Labor Wage & Hour Division (DOL WHD) – Investigates FLSA violations.

Filing Deadlines (Statutes of Limitations)

Claim TypeDeadlineWhere to File EEOC/TWC-CRD Discrimination Charge300 days from last discriminatory actEEOC or TWC-CRD Texas Payday Claim180 days from date wages dueTWC Wage & Hour FLSA Overtime Suit2 years (3 for willful)Federal or state court Sabine Pilot Wrongful Termination2 yearsState court OSHA Whistleblower (most statutes)30 daysOSHA/DOL

Steps to Take After an Employment Dispute

1. Preserve Evidence Immediately

• Save emails, texts, performance reviews, schedules, and pay stubs.

• Keep a journal: dates, times, names of witnesses, and description of events.

• Take screenshots of discriminatory comments on workplace platforms (e.g., Slack).

2. Review Company Policies

Most handbooks outline internal grievance procedures. Following them shows good faith and can bolster your credibility if litigation ensues.

3. File an Internal Complaint

Report issues to HR or management in writing. Use neutral language and request confirmation of receipt. This step creates a paper trail and may qualify as protected activity under retaliation laws.

4. Contact Relevant Agencies

• Discrimination/Harassment: Submit an intake questionnaire to the EEOC or TWC-CRD. Dual filing preserves both state and federal rights.

Unpaid Wages: File a Texas Payday Claim online through the TWC wage claim portal.

• OSHA Safety/Retaliation: Call the OSHA Dallas Area Office within 30 days.

5. Monitor Deadlines

Mark statutory deadlines on your calendar. Missing a filing window can bar your claim permanently.

6. Mitigate Damages

If terminated, continue searching for comparable employment. Courts may reduce back-pay awards if you fail to exercise reasonable diligence.

7. Consult an Experienced Texas Employment Attorney

Legal counsel can assess your claims, calculate damages (back pay, front pay, emotional distress, punitive damages, attorneys’ fees), and negotiate a settlement—or litigate in state or federal court.

When to Seek Legal Help in Texas

You should consult an attorney if:

• You face immediate deadlines (e.g., 30-day OSHA or 90-day Whistleblower Act).

• You are asked to sign a severance or release of claims.

• Retaliation escalates after you complain internally.

• Evidence is complex (e.g., large datasets of unpaid overtime).

• Settlement talks stall or the employer retains its own counsel.

Louis Law Group’s employment team is licensed across Texas courts, including the U.S. District Court for the Eastern District of Texas (Plano division, 15 minutes from downtown McKinney). We bring years of trial experience and a track record of six-figure settlements on behalf of wronged workers.

Local Resources & Next Steps

Texas Workforce Commission – McKinney Workforce Center 1701 W. Eldorado Pkwy, Suite 250, McKinney, TX 75069 | 972-542-3381 EEOC Dallas District Office 207 S. Houston Street, 3rd Floor, Dallas, TX 75202 | 1-800-669-4000 Legal Aid of Northwest Texas – McKinney Branch 901 N. McDonald Street, Suite 100, McKinney, TX 75069 | 972-542-9405

• Collin County Bar Association Lawyer Referral Service – Free 30-minute consultations; 972-424-6113

Next Steps:

• Gather your documentation.

• Note all upcoming filing deadlines.

• Call Louis Law Group at 833-657-4812 for a free, confidential case evaluation.

Disclaimer: This guide is for informational purposes only and does not create an attorney-client relationship. Laws change, and individual facts matter. Always consult a licensed Texas employment attorney for advice on your specific situation.

Have Your Rights Been Violated? If you believe your workplace rights have been violated, call Louis Law Group today at 833-657-4812 for a free case evaluation and policy review.