Guide to Texas Employment Law in Laredo: Know Your Rights

12 min read

Introduction: Why Laredo Employees Need to Understand Texas Employment Law

Laredo is one of the fastest-growing trade hubs on the U.S.–Mexico border, with logistics, healthcare, education, and public-sector jobs dominating the local economy. Whether you work at the Port of Laredo, a local school district, or a small retail shop on San Bernardo Avenue, you are protected by a mix of federal and Texas-specific employment laws. Yet disputes over unpaid overtime, wrongful termination, discrimination, and retaliation remain common across Webb County. This guide—written with a slight bias toward protecting workers—explains how Texas employment law applies to employees in Laredo, outlines common workplace disputes, and provides step-by-step instructions for preserving your rights. Our goal is to empower you with accurate, actionable information so you can decide whether to approach the Texas Workforce Commission (TWC), the Equal Employment Opportunity Commission (EEOC), or a private employment attorney.

Understanding Your Employment Rights in Texas

At-Will Employment—But With Limits

Texas is an at-will employment state, meaning your employer can fire you for any lawful reason—or no reason at all—unless that reason violates a statute, public policy, or an employment contract. Courts have consistently upheld the at-will doctrine (see Montgomery County Hosp. Dist. v. Brown, 965 S.W.2d 501 (Tex. 1998)), yet exceptions exist when terminations are rooted in discrimination, retaliation, or breach of a written contract such as a union collective bargaining agreement.

Protected Classes Under Federal and State Law

• Title VII of the Civil Rights Act (42 U.S.C. § 2000e) prohibits employment discrimination based on race, color, religion, sex (including pregnancy, sexual orientation, and gender identity), and national origin.

• Texas Labor Code Chapter 21 mirrors Title VII and adds protection against age (40+) discrimination and genetic information discrimination.

• Americans with Disabilities Act (ADA) requires reasonable accommodations for qualified workers with disabilities.

The Texas Workforce Commission Civil Rights Division enforces state anti-discrimination law, while the EEOC enforces federal protections.

Wage & Hour Basics for Laredo Workers

• Minimum Wage: Texas adopts the federal minimum wage—currently $7.25/hour under the Fair Labor Standards Act (FLSA).

• Overtime: Non-exempt employees must receive 1.5× their regular rate for hours worked over 40 in a workweek.

• Final Pay: The Texas Payday Law (Tex. Labor Code § 61) requires final wages to be paid within six calendar days for involuntary terminations or the next scheduled payday for voluntary departures.

Common Employment Disputes in Texas

1. Wrongful Termination

Because Texas is at-will, wrongful termination claims usually hinge on statutes rather than contract. Typical grounds include:

• Termination in retaliation for reporting safety violations under the Texas Whistleblower Act.

• Firing an employee for filing a workers’ compensation claim (prohibited by Tex. Labor Code § 451).

• Retaliation for taking protected leave under the Family and Medical Leave Act (FMLA).

2. Wage and Hour Violations

Industries prevalent in Laredo—particularly trucking, warehousing, and hospitality—often face FLSA suits alleging:

• Misclassification of non-exempt workers as exempt managers to avoid paying overtime.

• Off-the-clock work, such as loading/unloading trucks before shifts.

• Illegal deductions that drop wages below minimum wage.

3. Discrimination and Harassment

Discrimination may manifest as disparate pay, failure to promote, or hostile work environment harassment. Laredo’s binational workforce sometimes experiences national-origin bias against Spanish-speaking employees. Employers must investigate complaints promptly and take remedial action.

4. Retaliation and Whistleblowing

The most filed charge category with the EEOC’s San Antonio Field Office (which covers Laredo) is retaliation. It is unlawful for employers to punish workers for participating in a protected activity such as filing an EEOC charge, opposing discrimination, or cooperating in an investigation.

Texas Legal Protections & Regulations

Statutes and Agencies You Should Know

• Texas Labor Code Chapters 21 & 61 – 63: Address civil rights, payday claims, and safety retaliation.

Texas Workforce Commission (TWC): Administers unemployment benefits, payday law claims, and discrimination complaints (via its Civil Rights Division). EEOC Dallas District & San Antonio Field Offices: Enforce federal anti-discrimination statutes. Laredo employees can schedule intake interviews by phone or online. Texas Labor Code § 21 imposes a 180-day limit (300 days for federal claims) from the date of discrimination to file a charge with the TWC or EEOC.

Key Filing Deadlines (Statutes of Limitations)

• Discrimination (TWC/EEOC): 180 days (state) / 300 days (federal) from the adverse act.

• Texas Payday Claim: 180 days from the date wages originally became due.

• FLSA Overtime: 2 years (3 years if willful) from each unpaid overtime violation.

• Workers’ Compensation Retaliation: 2 years from termination.

• Whistleblower (Public Employees): 90 days to initiate grievance with the governmental unit.

Administrative Prerequisites

Under both federal and Texas law, most discrimination claims require “exhaustion of administrative remedies,” meaning you must first file with the TWC or EEOC and obtain a Notice of Right to Sue before heading to court.

Steps to Take After an Employment Dispute

1. Document Everything

• Save emails, text messages, and performance evaluations.

• Keep a contemporaneous journal of discriminatory comments, dates, and witnesses.

• Download pay stubs and work schedules before your access is revoked.

2. Follow Internal Policies

Most employers have written complaint procedures in handbooks. File a formal complaint with HR—it preserves your retaliation claim and proves your employer had notice.

3. File the Appropriate Charge or Claim

• Unpaid Wages: File a Texas Payday Claim online through TWC’s portal. Provide pay records, time sheets, and any agreements. The TWC will request a response from the employer and issue a Determination Order, which can be appealed within 21 days.

• Discrimination or Retaliation: Submit an Intake Questionnaire to the EEOC or TWC Civil Rights Division. You can dual-file to preserve both state and federal rights.

• Occupational Safety Issues: Report imminent dangers to the Occupational Safety and Health Administration (OSHA). Retaliation for safety complaints can form the basis of a wrongful discharge claim.

4. Mind the Deadlines

Mark statutory deadlines on your calendar. Courts dismiss otherwise valid claims filed one day late.

5. Consider Alternative Dispute Resolution (ADR)

Many Laredo employers require arbitration. Although the FAA generally enforces arbitration agreements, the agreement must be validly formed and not unconscionable. Consult counsel immediately if you suspect unfair terms.

6. Preserve Electronic Evidence

Download personal copies of key documents only if you have legitimate access rights. Do not violate computer-access laws (18 U.S.C. § 1030) by using someone else’s password.

7. Seek Legal Advice Early

Even if you handle an administrative charge yourself, an attorney can help craft a factual narrative, calculate damages, and negotiate settlement—often on a contingency basis.

When to Seek Legal Help in Texas

Red Flags That Signal You Should Call an Attorney

• You received a termination notice shortly after complaining about discrimination.

• Your employer reclassified you as an independent contractor without changing your duties.

• HR is asking you to sign a severance agreement with a broad release of claims within 21 days.

• You fear retaliation for cooperating with an EEOC or OSHA investigation.

How Louis Law Group Can Help Laredo Workers

Louis Law Group’s employment attorneys are licensed in Texas courts and experienced with the local federal courts for the Southern District of Texas, Laredo Division. We investigate your claim, calculate back pay, front pay, emotional-distress damages, and attorney’s fees, and represent you in negotiations, arbitration, or litigation. Because employment cases are often taken on contingency, you pay nothing unless we recover compensation.

Local Resources & Next Steps

Government Agencies

Texas Workforce Commission (TWC) – File wage claims, discrimination charges, or unemployment appeals. Equal Employment Opportunity Commission (EEOC) – Schedule intake with the San Antonio Field Office for Title VII, ADA, or ADEA claims.

• U.S. Department of Labor Wage and Hour Division (San Antonio District) – Enforces FLSA overtime and child-labor laws.

Free or Low-Cost Legal Help

Texas RioGrande Legal Aid – Provides assistance to low-income workers in Webb County.

• Laredo-Webb County Bar Association Lawyer Referral Service – Matches residents with licensed attorneys.

Checklist Before You Call a Lawyer

• Prepare a timeline of events with supporting documents.

• Calculate unpaid wages or lost benefits.

• Identify witnesses willing to corroborate your story.

• Bring copies of any signed arbitration, non-compete, or severance agreements.

Legal Disclaimer

This guide is for informational purposes only and does not constitute legal advice. Employment laws change, and how they apply depends on your specific facts. Consult a qualified attorney before acting on any information herein. Louis Law Group’s attorneys are licensed in Texas; prior results do not guarantee a similar outcome.

Take Action Today

If you believe your workplace rights have been violated in Laredo, Texas, call Louis Law Group at 833-657-4812 for a free, confidential case evaluation.