Plano Texas Employment Law & Minimum Wage Guide

Introduction: Why Employment Law Matters in Plano, Texas

Plano, Texas—a rapidly growing suburb in Collin and Denton Counties—hosts major employers in technology, finance, and healthcare, including corporate campuses for Toyota, JPMorgan Chase, and Frito-Lay. With more than 285,000 residents and a diverse workforce, understanding Plano Texas workplace rights is critical whether you are coding software in Legacy West, stocking shelves at a retail distribution center, or working a night shift in nearby manufacturing hubs. Texas follows an at-will employment doctrine, meaning an employer may terminate an employee at any time for any legal reason—or no reason—unless the discharge violates a specific statute, contract, or public policy. This guide explains those exceptions, focusing on the minimum wage, overtime, discrimination, retaliation, and wrongful termination laws that protect Plano employees.

All facts below are drawn from authoritative sources, including the Texas Labor Code, the Fair Labor Standards Act (FLSA), Title VII of the Civil Rights Act of 1964, and published guidance from the Texas judiciary. When you know your rights, you can more effectively spot violations, file timely complaints, and—when necessary—hire an employment lawyer Plano Texas Texas residents can trust.

Understanding Your Employment Rights in Texas

At-Will Employment and Key Exceptions

Under Texas common law, private-sector employment is presumed at-will. However, federal and state statutes carve out critical exceptions:

• Anti-Discrimination Statutes: Title VII (42 U.S.C. §2000e) and the Texas Commission on Human Rights Act—Texas Labor Code §§21.001–21.556—prohibit employment actions based on race, color, religion, sex (including pregnancy, sexual orientation, and gender identity per Bostock v. Clayton County), national origin, disability, age (40+), or genetic information.

• Retaliation: Both federal and state statutes forbid retaliation against employees who oppose unlawful practices or participate in investigations.

• Public Policy Exception: Texas courts recognize a narrow exception barring discharge for refusing to commit an illegal act (Sabine Pilot Serv., Inc. v. Hauck, 687 S.W.2d 733 (Tex. 1985)).

• Contract & Collective Bargaining: Written employment contracts and union collective bargaining agreements can override at-will status.

Minimum Wage and Overtime Basics

Texas has adopted the federal minimum wage through Texas Labor Code §62.051, currently $7.25 per hour. Non-exempt employees must also receive overtime pay—1.5 times the regular rate—for hours worked over 40 in a workweek under the FLSA (29 U.S.C. §207). Some local technology and financial employers offer higher starting wages to remain competitive, but compliance with the statutory floor remains mandatory.

• Tips may be credited toward minimum wage, but employers must ensure employees earn at least $7.25 with tips included and maintain accurate tip-credit records (29 C.F.R. Part 531).

• Salaried employees are not automatically exempt; exemption hinges on both salary level ($684/week as of 2024) and specific duty tests (29 C.F.R. Part 541).

Leave and Accommodation Rights

Although Texas does not require paid sick leave statewide, Plano workers may qualify for federal protections:

• Family and Medical Leave Act (FMLA): Up to 12 weeks of unpaid leave for serious health conditions, child birth or adoption, and certain military-related needs.

• Americans with Disabilities Act (ADA): Requires reasonable accommodations for qualified employees unless it causes undue hardship.

Common Employment Law Violations in Texas

1. Minimum Wage and Overtime Violations

Collin County courts routinely see claims where service-industry and warehouse workers clock hours "off the clock" or are misclassified as independent contractors. Under the FLSA, misclassification does not depend on job title but on the economic realities of the relationship.

2. Unlawful Tip Pooling

Restaurant employees in Plano’s vibrant Legacy Hall food court have filed Texas Workforce Commission (TWC) wage claims when employers forced them to share tips with managers, violating 29 C.F.R. §531.54.

3. Discrimination and Harassment

Despite high corporate diversity initiatives, Plano tech employees still bring EEOC charges alleging national origin discrimination and age-based layoffs. Texas Labor Code §21.051 mirrors Title VII coverage and provides equivalent state remedies.

4. Retaliation

Retaliation constituted 34.9% of all Texas EEOC charges in 2023. Common scenarios include firing workers for reporting unsafe conditions to the Occupational Safety and Health Administration (OSHA) or for filing TWC wage claims.

5. Wrongful Termination for Protected Conduct

While "wrongful termination" is not a statutory term, Texas recognizes claims based on statutory violations (e.g., firing after a workers' compensation claim, Texas Labor Code §451.001) or the Sabine Pilot public policy exception. Employees must act within statute-defined limitations periods to preserve rights.

Texas Legal Protections & Employment Laws Explained

Key Statutes Cited

• Texas Labor Code Chapter 62 – Minimum wage, child labor, rest breaks.

• Texas Labor Code Chapter 21 – Texas Commission on Human Rights Act (TCHRA) for discrimination claims.

• Fair Labor Standards Act (FLSA) – Federal minimum wage and overtime.

• Title VII of the Civil Rights Act – Federal anti-discrimination law.

• Age Discrimination in Employment Act (ADEA) – Protects workers 40 and older.

Statutes of Limitations

• Wage Claims (Texas Payday Law): File with TWC within 180 days from the date wages originally became due.

• FLSA Overtime/Minimum Wage: File in federal court within 2 years (3 for willful violations).

• Discrimination (TCHRA): Charge must be filed with TWC Civil Rights Division or EEOC within 180 days of the unlawful practice.

• Title VII/ADEA/ADA: EEOC charge generally within 300 days in Texas (a deferral state) but best practice is within 180 days.

• Workers' Compensation Retaliation: Lawsuit within 2 years of discriminatory act.

Damages and Remedies

Remedies vary by statute but may include back pay, front pay, liquidated damages (double wages under FLSA for willful violations), reinstatement, attorney fees, and, for intentional discrimination, compensatory and punitive damages up to $300,000 for the largest employers (42 U.S.C. §1981a).

Steps to Take After Workplace Violations

1. Document Everything

Maintain timesheets, pay stubs, performance reviews, emails, and witness contact information. Under the National Labor Relations Act (NLRA), you generally have the right to discuss wages with coworkers, which can provide corroborating evidence.

2. Internal Complaint Process

Follow the employer’s handbook procedures first. Courts expect employees to give employers notice of harassment and a chance to correct it (Faragher/Ellerth defense under Title VII). Keep copies of all internal complaints.

3. File an Agency Charge

Texas Workforce Commission Wage Claim: File electronically or by mail.

EEOC Charge of Discrimination: Schedule intake at the Dallas District Office, which has jurisdiction over Plano.

• Retain the charge number and a copy of all submissions.

4. Cooperate During Investigations

Respond promptly to agency requests for statements or documents. Retaliation for cooperating is unlawful under both federal and state law.

5. Consider Mediation or Settlement

TWC and EEOC offer free mediation programs. Settlement can provide faster relief, though you should review any agreement with an attorney to ensure it complies with Texas Labor Code §21.055 (retaliation waivers) and the Older Workers Benefit Protection Act for workers 40 and over.

Discover more about our services on the Louis Law Group website.

When to Seek Legal Help in Texas

Indicators You Need an Attorney

• You have been fired shortly after reporting discrimination, wage theft, or safety violations.

• The employer threatens countersuits or demands you sign broad non-disparagement clauses.

• Your claim involves complex issues like FLSA exemptions, stock options, or multi-state employment.

• The statute of limitations is approaching.

Attorney Licensing Rules in Texas

Only attorneys licensed by the State Bar of Texas—or admitted pro hac vice with local counsel—may provide legal advice or represent you in Texas courts. Verify licensure at Texas Bar Lawyer Directory.

Fee Structures

Employment lawyers often accept contingency fees for wage and discrimination cases, meaning no attorney fee unless you recover. Others may require hourly or hybrid fees. Always sign a written fee agreement as required by Texas Disciplinary Rule of Professional Conduct 1.04.

Local Resources & Next Steps

Government Offices Serving Plano

• TWC North Texas Workforce Solutions: 1101 Resource Drive, Plano, TX 75074 – Job placement and wage claim forms.

• EEOC Dallas District Office: 207 S. Houston St., 3rd Floor, Dallas, TX 75202 – Handles discrimination charges for Plano.

• Collin County Law Library: 2100 Bloomdale Rd., McKinney, TX – Access to legal research materials.

Non-Profit and Community Assistance

• Legal Aid of NorthWest Texas – May provide free representation to qualifying low-income workers.

• Workers Defense Project – Offers know-your-rights trainings and limited advocacy for low-wage workers.

Practical Checklist for Plano Workers

• Confirm your employment status (employee vs. contractor).

• Track all hours worked, including remote or on-call time.

• Review employer policies and handbooks for internal complaint procedures.

• Mark key deadlines: 180 days for discrimination charges; 2 years for FLSA claims.

• Consult an employment lawyer Plano Texas Texas practitioners recommend if any violation persists.

Authoritative External References

Texas Labor Code Chapter 62 – Minimum Wage

U.S. Department of Labor – FLSA Overview

TWC Civil Rights Division – Discrimination Complaints

EEOC – Title VII

Legal Disclaimer

This page is for informational purposes only and does not constitute legal advice. Laws change frequently, and application to individual circumstances may vary. Consult a licensed Texas employment attorney regarding your specific situation.

If you experienced workplace discrimination, wrongful termination, or wage violations, call Louis Law Group at 833-657-4812 for a free case evaluation and employment consultation.