Lewisville Texas Employment Law Guide: Know Your Rights

Estimated read time: 14 min read

Introduction: Why Lewisville Employees Need a Texas-Specific Employment Law Guide

Whether you clock in at one of the large distribution centers off State Highway 121, a fast-growing tech start-up on Main Street, or a family-owned restaurant along I-35E, you are entitled to certain workplace protections under both Texas and federal law. Unfortunately, many Lewisville workers learn about these rights only after facing wrongful termination, unpaid overtime, discrimination, retaliation, or harassment. This guide is designed to empower Lewisville employee rights seekers with practical, step-by-step information drawn from the Texas Labor Code, federal statutes, and recent case law. By understanding the law and knowing when to seek help, employees can protect wages, jobs, and professional reputations—while holding employers accountable. If you believe your rights have been violated, call Louis Law Group at 833-657-4812 for a free case evaluation.

1. Understanding Your Employment Rights in Texas

1.1 At-Will Employment—But Not a Blank Check

Texas is an “at-will” employment state. This means an employer can terminate an employee for any lawful reason—or no reason—so long as the reason is not illegal (e.g., discriminatory or retaliatory) and does not violate a written contract or public policy. At-will status often causes confusion, leading some employers to assume they can fire anyone at any time without consequence. In reality, multiple state and federal protections limit an employer’s discretion.

1.2 Protected Classes Under Federal & Texas Law

• Title VII of the Civil Rights Act of 1964 bars discrimination on the basis of race, color, religion, sex (including pregnancy, sexual orientation, and gender identity), and national origin.

• Age Discrimination in Employment Act (ADEA) protects workers aged 40 and older.

• Americans with Disabilities Act (ADA) protects qualified individuals with disabilities and requires reasonable accommodation absent undue hardship.

• Texas Labor Code Chapter 21 mirrors many federal protections but also applies to smaller employers (15+ employees for discrimination; 1+ for workers’ compensation retaliation).

1.3 Wage & Hour Rights

The federal Fair Labor Standards Act (FLSA) sets minimum wage, overtime, and child-labor standards. Texas has adopted the federal minimum wage ($7.25/hour) but localities cannot raise it higher under state law, making enforcement of overtime rules crucial for Lewisville workers seeking fair pay.

1.4 Other Key Protections

• Family and Medical Leave Act (FMLA)—provides up to 12 weeks of unpaid, job-protected leave for eligible employees at covered employers.

• Occupational Safety and Health Act (OSHA)—guarantees safe working conditions.

• Texas Payday Law—enforced by the Texas Workforce Commission (TWC), mandates prompt payment of wages and authorizes administrative wage claims.

2. Common Employment Disputes in Lewisville and Across Texas

2.1 Wrongful Termination

Although Texas is at-will, terminations motivated by discriminatory or retaliatory reasons remain illegal. For example, firing an employee within days of filing an EEOC charge or requesting FMLA leave can be actionable.

2.2 Retaliation for Whistleblowing

Texas law bars employers from retaliating against employees who:

Report discriminatory practices to the Equal Employment Opportunity Commission (EEOC)

• File workers’ compensation claims (Tex. Lab. Code § 451.001)

• Blow the whistle on certain public-sector violations (Texas Whistleblower Act)

2.3 Unpaid Overtime and Wage Theft

Misclassification of employees as “independent contractors” or “exempt” is rampant in hospitality, warehousing, and tech sectors in Denton County. If you work over 40 hours in a workweek, you are generally entitled to 1.5× your regular rate unless you fall under a valid exemption.

2.4 Discrimination & Harassment

Common claims in north Texas include sexual harassment in male-dominated industrial settings, age discrimination in corporate layoffs, and racial harassment in service industries. Texas courts recognize claims for hostile work environment when harassment is severe or pervasive.

2.5 Denial of Reasonable Accommodation

Failure to provide reasonable accommodation—such as modified schedules or adaptive equipment—can violate both ADA and Texas Labor Code Chapter 21.

3. Texas Legal Protections, Enforcement Agencies & Deadlines

3.1 Texas Workforce Commission (TWC)

The TWC Civil Rights Division shares work-sharing agreements with the EEOC, meaning a timely filed charge with one agency is deemed filed with the other. You typically must file within 180 days of the unlawful employment practice (extended to 300 days for EEOC-only claims involving Title VII or ADA). For wage claims under the Texas Payday Law, you must file within 180 days of the date the wages were due.

To learn more about the TWC claims process, visit the official Texas Workforce Commission website.

3.2 Federal Enforcement—EEOC & DOL

• EEOC Dallas District Office (covers Lewisville)—300 N. Central Expy., Suite 1000, Dallas, TX 75202. Phone: 1-800-669-4000.

• U.S. Department of Labor Wage & Hour Division—handles FLSA violations. Dallas District Office: 214-661-4591.

3.3 Statutes of Limitation to Sue

• Title VII/ADA/ADEA/GINA—After receiving a Notice of Right to Sue, you have 90 days to file in federal court.

• Texas Labor Code Chapter 21 (state court)—File within 2 years after receiving TWC Right-to-Sue.

• FLSA unpaid wages—2 years (3 for willful violations).

• Texas Payday Law—Administrative only; must file within 180 days.

3.4 Recent Texas Case Law Worth Knowing

• Hoffman v. Prof’l Upper Cervical Chiropractic Servs., P.A., 2022—Fifth Circuit confirmed that termination days after requesting pregnancy accommodation may infer retaliation.

• Meza v. Intelligent Mexican Marketing, Inc., 2021—Texas Supreme Court recognized that internal complaints about unpaid overtime can constitute protected activity under the FLSA.

4. Step-by-Step Action Plan After a Workplace Dispute

4.1 Document Everything

• Save emails, text messages, and memos demonstrating discriminatory remarks or instructions.

• Create a timeline of key events—hires, raises, complaints, performance reviews, adverse actions.

• Secure pay records including timesheets, pay stubs, and direct-deposit confirmations.

4.2 Follow Employer Policies—But Protect Yourself

Many Texas employers require employees to report discrimination or harassment internally before escalating to external agencies. Failing to use the policy may undermine your claim. However, do not let management discourage you from also filing with the TWC or EEOC when appropriate.

4.3 File Administrative Claims Timely

• TWC/EEOC Charge of Discrimination—File online, by mail, or in person. Include as many legal bases (e.g., sex, race, retaliation) as apply.

• Texas Payday Claim—Submit Form LL-1 to the TWC within 180 days of the wage due date.

• OSHA—Retaliation complaints must be filed within 30 days for most safety-related whistleblower claims.

4.4 Preserve Digital Evidence

Back up work emails to a personal device or cloud storage if company policy allows. Take dated screenshots of harassing messages in internal chat systems before IT restricts access.

4.5 Avoid Common Pitfalls

• Do not sign severance agreements or “last-chance” warnings without legal review—these may waive valuable claims.

• Maintain professionalism—avoid social-media rants that can be used against you.

• Track deadlines—Texas administrative deadlines are unforgiving.

5. When to Seek Legal Help in Texas

5.1 Red Flags That Warrant Immediate Counsel

• You are asked to resign or accept a severance package within days of reporting misconduct.

• Your employer misclassifies you as exempt without a clear salary basis or managerial duties.

• HR ignores repeated complaints of harassment or tells you to “toughen up.”

• Retaliation occurs after protected activity such as filing a workers’ compensation claim.

5.2 How an Employment Attorney Adds Value

Texas employment statutes can be complex, and employers often retain large defense firms. A dedicated plaintiff-side lawyer can:

• Evaluate potential claims and advise on the optimal administrative pathway (TWC, EEOC, or straight to court for certain wage cases).

• Negotiate severance agreements that fairly compensate for lost wages and emotional distress.

• Litigate in state or federal court, leveraging discovery tools unavailable in agency investigations.

• Secure attorney’s fees and liquidated damages when statutes allow (e.g., FLSA).

5.3 Why Choose Louis Law Group

Louis Law Group’s employment team is licensed throughout Texas, has recovered millions for wronged employees, and offers contingency-fee representation—meaning no fees unless we win. Our local familiarity with Denton County juries and judges helps tailor strategies that resonate with Lewisville communities.

If you believe your workplace rights have been violated, call 833-657-4812 for a free case evaluation.

6. Local Resources & Next Steps for Lewisville Workers

6.1 Government & Non-Profit Agencies

EEOC Dallas District Office – File discrimination charges or request mediation. Texas Workforce Commission Employee Resources – Wage claims, unemployment benefits, and workforce training. Denton County Bar Association Lawyer Referral Service – For additional attorney contacts and pro bono clinics.

6.2 Community Support

Consider contacting local organizations such as Denton County Friends of the Family (for harassment or domestic-violence-related workplace issues) or United Way of Denton County for emergency financial aid if job loss jeopardizes housing or childcare.

6.3 Checklist: Your Next Five Steps

• Write down what happened, who was involved, and the dates.

• Gather evidence—emails, pay stubs, performance reviews.

• Consult an employment attorney before signing anything.

• File administrative claims (TWC, EEOC, DOL) before deadlines expire.

• Maintain job search records to mitigate damages and help calculate economic losses.

Ready to protect your career, reputation, and financial stability? Call Louis Law Group at 833-657-4812 today for a free, confidential consultation.

Legal Disclaimer

This guide provides general information for workers in Lewisville, Texas. It is not legal advice, does not create an attorney-client relationship, and may become outdated as laws change. Consult a qualified Texas employment attorney regarding your specific situation.