Plano Texas Employment Law Guide: Know Your Rights

12 min read

Introduction: Why Every Plano Employee Needs to Understand Texas Employment Law

Whether you work in a Fortune 500 headquarters at Legacy West, a fast-growing tech start-up off the Dallas North Tollway, or one of Plano’s many healthcare facilities, knowing your workplace rights is critical. Texas follows the at-will employment doctrine, meaning an employer may terminate an employee for almost any reason—or no reason at all—so long as that reason is not illegal. Unfortunately, many Plano workers still face unlawful treatment such as wrongful termination, unpaid overtime, discrimination, retaliation, and harassment. By mastering the fundamentals of Texas employment law, you can recognize red flags early, preserve key evidence, and maximize your chances of compensation.

This guide—written with a slight pro-employee tilt—breaks down the statutes, deadlines, and practical steps unique to Plano and Collin County. You’ll learn how to:

• Spot illegal employer conduct under the Texas Labor Code, Title VII, the FLSA, and other statutes.

File timely complaints with the Texas Workforce Commission (TWC) or the Equal Employment Opportunity Commission (EEOC).

• Document workplace violations to strengthen your legal claim.

• Decide when to escalate to an experienced Texas employment attorney.

If you believe your workplace rights have been violated, call Louis Law Group at 833-657-4812 for a free case evaluation. Our attorneys are licensed in Texas and prepared to advocate aggressively for Plano employees.

Understanding Your Employment Rights in Texas

At-Will Employment—With Important Exceptions

Texas is an at-will state, so employers may end the employment relationship at any time, without notice, for any lawful reason. However, terminations are not lawful if motivated by discrimination, retaliation for protected activity, refusal to perform an illegal act, or an employee’s exercise of statutory rights (e.g., filing a workers’ compensation claim). Key exceptions include:

• Public-policy exception: An employer cannot fire you for refusing to commit an illegal act. (Sabine Pilot Serv., Inc. v. Hauck, 687 S.W.2d 733, Tex. 1985)

• Statutory protections: Anti-discrimination laws, wage statutes, and whistleblower protections override at-will status.

Protected Classes Under Federal and Texas Law

Federal statutes such as Title VII of the Civil Rights Act, the Age Discrimination in Employment Act (ADEA), and the Americans with Disabilities Act (ADA) prohibit discrimination based on race, color, religion, sex (including pregnancy and sexual orientation), national origin, age (40+), and disability. Texas Labor Code Chapter 21 mirrors these protections and extends them to employers with 15 or more employees, covering most mid-sized businesses across Plano.

Wage & Hour Basics

Texas adopts the federal minimum wage ($7.25/hour) and follows the Fair Labor Standards Act (FLSA) for overtime—time-and-a-half for hours worked beyond 40 in a workweek. Employers must maintain accurate time records and may not require off-the-clock work. Service-industry personnel in Plano’s restaurant scene should note tip-credit rules and overtime rights under 29 C.F.R. §531.

Other Core Employee Rights

• Family & Medical Leave: Eligible employees (50+ coworkers within 75 miles) may take up to 12 weeks of unpaid, job-protected leave under the FMLA.

• Workplace Safety: OSHA requires a hazard-free environment; retaliation for safety complaints is illegal.

• Uniformed Services: USERRA protects military members from adverse job actions due to service obligations.

Common Employment Disputes in Plano, Texas

1. Wrongful Termination

Although “wrongful termination” is not a standalone Texas statute, employees dismissed for discriminatory or retaliatory reasons have legal recourse. Examples include:

• Firing an employee who reports sexual harassment.

• Terminating a worker in retaliation for filing a wage claim with the TWC.

• Letting go of a pregnant employee due to anticipated leave.

2. Wage & Hour Violations

Plano’s booming hospitality and tech industries often rely on hourly workers and salaried “exempt” employees. Misclassification (labeling a qualified non-exempt worker as exempt to avoid overtime) remains rampant. Unpaid commissions, withheld tips, and improper deductions also constitute violations under the FLSA and Texas Payday Law.

3. Workplace Discrimination

Discrimination may manifest in hiring, promotion, termination, or unequal pay. In 2020, the Supreme Court’s Bostock v. Clayton Cty. decision clarified that Title VII protects LGBTQ+ employees—critical for Plano’s diverse workforce.

4. Retaliation & Whistleblowing

Retaliation claims now outnumber discrimination claims at the EEOC. The Texas Whistleblower Act protects public employees who report violations of law to appropriate authorities. Private-sector workers rely on analogous federal statutes (e.g., Sarbanes-Oxley for publicly traded companies) and common-law Sabine-Pilot claims.

5. Workplace Harassment

Harassment includes unwelcome conduct based on a protected characteristic that creates a hostile or abusive environment. Employers must respond promptly to complaints, and supervisors inaction can trigger liability under Faragher/Ellerth standards.

Texas Legal Protections & Enforcement Mechanisms

Key Statutes

• Texas Labor Code Chapter 21 – Anti-discrimination and retaliation provisions; parallels Title VII.

• Texas Payday Law (Ch. 61) – Governs timely payment of wages and final paychecks.

• Texas Minimum Wage Act – Adopts the federal minimum wage.

• Texas Whistleblower Act – Applies to public-sector employees.

The Role of the Texas Workforce Commission (TWC)

The TWC handles wage claims, unemployment benefits, and initial discrimination investigations for dual-filed cases with the EEOC. Plano employees may file wage claims within 180 days of the date wages were due. For workplace discrimination, a “work-sharing agreement” allows one filing to satisfy both TWC and EEOC requirements.

EEOC & Federal Enforcement

Plano falls under the EEOC Dallas District Office. Employees must file a charge within 300 days of the discriminatory act (because Texas has a state fair-employment-practices agency). After receiving a Notice of Right to Sue, you generally have 90 days to file in federal court.

Statutes of Limitations Snapshot

• Title VII / ADA / ADEA: 300-day administrative filing; 90 days to sue after notice.

• FLSA overtime/unpaid wages: 2 years (3 for willful violations).

• Texas Payday Law: 180 days.

• Sabine-Pilot wrongful discharge: 2 years.

• FMLA interference/retaliation: 2 years (3 for willful).

Practical Steps Plano Employees Should Take After an Employment Dispute

Document Everything

  - Save emails, text messages, Slack threads, schedules, pay stubs, and performance reviews.

  - Create a timeline of events—include dates, witnesses, and people involved.

Review Company Policies

  - Obtain the employee handbook and note internal complaint or arbitration procedures.

File an Internal Complaint

  - Submit a written report to HR or management; keep copies.

  - Follow up if no response within a reasonable time (usually 5-10 business days).

Contact the TWC or EEOC Promptly

  - For wage claims: Use the TWC’s online portal; include supporting documents.

  - For discrimination: File a Charge of Discrimination with the EEOC Dallas office (street address: 207 S. Houston St., Dallas, TX 75202; phone: 1-800-669-4000).

Preserve Electronic Evidence

  - Back up workplace data to a personal, secure drive—without violating confidentiality agreements.

  - Do NOT delete social media posts relevant to your claim; spoliation can harm your case.

Consult an Experienced Texas Employment Attorney

  - Early legal advice can prevent missteps, especially on deadlines or arbitration clauses.

Remember: retaliation for filing a complaint is itself illegal. If your employer disciplines or terminates you after you assert your rights, document it immediately and contact counsel.

When to Seek Legal Help in Texas

While some workplace issues can be resolved through HR, others demand professional advocacy. You should contact an employment attorney if:

• You receive a severance agreement and are asked to release claims.

• You’re nearing the 180- or 300-day filing deadline.

• Your employer offers to settle but you’re unsure of the claim’s value.

• You suspect systemic discrimination or need class/collective representation.

Texas employers often retain sophisticated counsel; leveling the playing field is essential. Louis Law Group’s attorneys are admitted in the Northern District of Texas and have successfully litigated FLSA collective actions and Title VII suits on behalf of workers statewide. We operate on contingency for most employee cases—no fees unless we recover for you.

Local Resources & Next Steps for Plano Employees

Government Agencies

Texas Workforce Commission – Wage Claim Submission Texas Labor Code Chapter 21 (full text) EEOC Dallas District Office

Local Legal Aid & Bar Associations

• Legal Aid of Northwest Texas (Plano office: 901 N. McDonald St., Ste. 702)

• Collin County Bar Association – Lawyer Referral Service

Your Next Move

If you have experienced wrongful termination, unpaid wages, discrimination, or any other workplace injustice in Plano, you deserve knowledgeable counsel. Call Louis Law Group at 833-657-4812 for a free case evaluation and policy review today. We will examine your evidence, explain your options under Texas and federal law, and fight to secure the compensation you are owed.

Legal 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 to evaluate your specific situation.