Guide to Texas Employment Law Rights in McKinney

12 min read

Introduction: Why McKinney Employees Need a Texas-Specific Guide

McKinney, Texas is one of the nation’s fastest-growing cities, home to large healthcare systems, manufacturing plants, and tech startups clustered along the U.S. 75 corridor. Whether you work at a bustling distribution center near the airport or a boutique on the historic downtown square, understanding Texas employment law is critical to protecting your livelihood. Texas follows the doctrine of at-will employment, meaning employers may terminate employees for almost any reason—or no reason—unless the discharge violates a statute, contract, or public policy. That broad rule often surprises workers who suddenly find themselves unemployed, unpaid, or subjected to discrimination.

This guide explains the legal protections available to McKinney employee rights seekers and offers actionable steps you can take if problems arise. We cover the most common workplace disputes—wrongful termination, wage and hour violations, discrimination, retaliation, and harassment—alongside key statutes, filing deadlines, and resources specific to Collin County and the State of Texas. While the information here is accurate and sourced from reputable authorities such as the Texas Workforce Commission (TWC) and the EEOC Dallas District Office, it is not legal advice. For individualized guidance, contact Louis Law Group at 833-657-4812 for a free case evaluation.

Understanding Your Employment Rights in Texas

At-Will Employment and Its Limits

Texas is an at-will state, codified through both common law and sections of the Texas Labor Code. Employers may terminate or change the terms of employment without prior notice unless:

• The discharge violates a written employment contract, collective bargaining agreement, or explicit company policy.

• The termination is based on discrimination against a protected class (race, color, religion, sex, national origin, age 40+, disability, or genetic information).

• The employer retaliates against an employee for engaging in protected activity—such as filing a workers’ compensation claim, reporting safety violations, or opposing unlawful practices.

• The firing breaches a public-policy exception (e.g., refusing to commit an illegal act).

Wage and Hour Basics

Texas generally follows the federal Fair Labor Standards Act (FLSA). Key points:

• Minimum Wage: $7.25 per hour (federal rate; Texas does not set a higher state minimum).

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

• Payday Law: Under Texas Labor Code Chapter 61, employers must establish regular paydays (e.g., twice monthly) and cannot delay payment beyond those dates without written authorization.

• Final Paychecks: If you are fired, wages are due within six calendar days; if you quit, wages are due by the next scheduled payday.

Federal Anti-Discrimination Protections

Title VII of the Civil Rights Act of 1964, the Age Discrimination in Employment Act (ADEA), and the Americans with Disabilities Act (ADA) apply to Texas employers that meet size thresholds (usually 15 or more employees). These laws prohibit adverse actions based on protected status and provide for compensatory and punitive damages, reinstatement, or front pay.

Common Employment Disputes in Texas Workplaces

Wrongful Termination

Although at-will employment is broad, firing an employee for a discriminatory or retaliatory reason is illegal. Examples include terminating someone who:

• Requested a reasonable accommodation for a disability.

• Reported sexual harassment to HR.

• Served on a jury (protected under Texas Labor Code § 122.001).

Employees may recover lost wages and, in some cases, emotional distress damages or punitive damages.

Retaliation for Whistleblowing

Texas Labor Code Chapter 554 (the Texas Whistleblower Act) protects public-sector employees who report violations of law to an appropriate law-enforcement authority. Private-sector workers often rely on federal statutes (e.g., OSHA, Sarbanes-Oxley) or public-policy exceptions. The critical factor is the causal link between the protected activity and adverse action.

Wage Theft and Overtime Violations

Failing to pay overtime, misclassifying employees as independent contractors, or making illegal deductions can constitute wage theft. The TWC estimates that Texas workers lose millions annually to unpaid wages. Employees can file a wage claim with TWC or bring a lawsuit within two years (three for willful violations) under the FLSA.

Workplace Discrimination and Harassment

Discrimination based on protected characteristics is unlawful under both federal and state law. Harassment becomes unlawful when it is severe or pervasive enough to create a hostile work environment. Employers are strictly liable for supervisor harassment that ends in a tangible employment action.

Texas Legal Protections & Regulations

Texas Labor Code Highlights

• Chapter 21: Mirrors Title VII protections and is enforced by the TWC Civil Rights Division. It covers employers with 15+ employees (5+ for sexual harassment claims).

• Chapter 451: Prohibits retaliation against employees who file workers’ compensation claims.

• Chapter 61: Establishes payday requirements and wage-claim procedures.

Enforcement Agencies

The TWC handles wage claims and state-level discrimination complaints, while the EEOC pursues federal discrimination cases. The agencies have a worksharing agreement, meaning filing with one typically satisfies deadlines for the other.

Statutes of Limitations

• TWC/EEOC Discrimination Charge: 300 days from the date of discriminatory act (180 days for federal employees).

• State Sexual Harassment Claims: Two years to file suit after receiving a right-to-sue letter.

• FLSA Overtime: Two years (three if willful).

• Texas Whistleblower Act: Must file a grievance with the employing agency within 90 days of retaliatory act.

Recent Texas Case Law

In Boeing Co. v. Paxton, the Texas Supreme Court clarified public-policy exceptions. In Crosstex Energy v. Andress, the court reinforced punitive damages for gross negligence in retaliation cases. These holdings demonstrate Texas courts’ willingness to protect employee rights when statutory or public-policy violations occur.

Steps to Take After an Employment Dispute

1. Document Everything

Maintain a chronological file that includes:

• Emails, text messages, or memos showing discriminatory comments or refusals to pay earned wages.

• Performance reviews contradicting sudden claims of poor performance.

• Witness statements or coworker corroboration.

• Pay stubs, time sheets, and schedules verifying hours worked.

2. Review Company Policies

Most Texas employers issue handbooks that outline grievance procedures. Following internal protocols can strengthen your case by demonstrating good faith.

3. File Internal Complaints Promptly

Notify HR or management in writing. Keep records of submission dates and responses. Failure to report harassment internally can limit damages under some federal laws.

4. Preserve Evidence

Texas rules of evidence allow electronic documents, but employers may implement auto-delete features. Back up your data to a personal, password-protected device—never remove proprietary information or violate confidentiality agreements.

5. File With the Appropriate Agency

If the employer fails to correct the issue, escalate:

• Discrimination/Harassment: File with TWC Civil Rights Division or EEOC within 300 days.

• Wage Claims: File a wage claim with the TWC within 180 days of the wage due date.

• Health & Safety: Submit an OSHA complaint if workplace hazards exist.

6. Consult an Employment Attorney

Deadlines are strict, evidence rules are complex, and employers often have legal teams. An experienced attorney can negotiate severance, pursue settlement, or litigate in state or federal court.

When to Seek Legal Help in Texas

Reach out to an attorney when:

• You are asked to sign a severance or non-compete agreement.

• You suspect retaliation after filing a complaint.

• Your wage claim involves large sums, multiple employees, or misclassification.

• Your discrimination charge involves intersectional claims (e.g., age and disability).

The Texas employment attorney you choose should be licensed with the State Bar of Texas and have experience in both administrative proceedings and court litigation. Louis Law Group is dedicated to representing workers throughout Collin County, leveraging decades of employment-law experience to fight for back pay, emotional-distress damages, and policy changes in your workplace.

Local Resources & Next Steps for McKinney Workers

• Texas Workforce Commission North Texas Office – 972-542-3381

EEOC Dallas District Office – 214-253-2700 (EEOC Dallas)

• Collin County Law Library – Access self-help employment-law materials.

Legal Aid of Northwest Texas – McKinney Branch: Free or low-cost legal help for qualifying residents.

• State Bar of Texas Lawyer Referral Service: 800-252-9690

If you believe your workplace rights have been violated, time is of the essence. Evidence fades, and strict filing deadlines apply. Call Louis Law Group at 833-657-4812 for a free, confidential case evaluation and policy review today.

Disclaimer: This guide is for educational purposes only and does not create an attorney-client relationship. Laws change frequently; consult a licensed Texas employment attorney for advice specific to your circumstances.