Texas Employment Law Guide for Garland Workers

13 min read

Introduction: Why Garland Employees Need to Know Their Rights

Whether you punch a clock in a parts factory off Forest Lane, manage a retail floor at Firewheel Town Center, or work remotely for a Dallas-Fort Worth tech start-up, understanding Texas employment law Garland policies is critical to protecting your livelihood. Garland’s job market supports roughly 120,000 workers, many of whom face issues such as wrongful termination, unpaid overtime, retaliation for whistleblowing, or harassment. Because Texas is an at-will state—meaning employers can terminate employees for any reason that is not illegal—knowing the exceptions to at-will doctrine and the legal remedies available can be the difference between losing critical wages and securing fair compensation.

In this guide, we explain the most common workplace disputes in Garland, outline relevant sections of the Texas Labor Code, and walk you step-by-step through filing complaints with the Texas Workforce Commission (TWC) and the U.S. Equal Employment Opportunity Commission (EEOC). Our focus is on actionable strategies for employees, with a slight but unapologetic tilt toward protecting workers’ rights. If your employer crosses the legal line, here’s what you need to know—and exactly what to do next.

1. Understanding Your Employment Rights in Texas

1.1 Texas At-Will Employment—But With Limits

Texas follows the at-will employment doctrine, giving employers broad power to end employment without cause. However, terminations that violate public policy or statutory protections remain illegal. These include firing someone for refusing to perform an unlawful act, reporting safety violations, or exercising a statutory right (for example, taking leave under the Family and Medical Leave Act).

1.2 Federal Protections Overlaying Texas Law

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

• Fair Labor Standards Act (FLSA): Requires a federal minimum wage and mandates overtime pay of 1.5 times the regular rate for hours worked over 40 in a workweek, unless an exemption applies.

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

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

1.3 Texas-Specific Statutes Employees Should Know

• Texas Labor Code §21 (Texas Commission on Human Rights Act, or TCHRA): Mirrors Title VII but also applies to employers with as few as 15 employees (the same threshold as Title VII) and extends certain protections to independent contractors in limited circumstances.

• Texas Payday Law (Texas Labor Code §61): Ensures timely payment of wages, commissions, bonuses, and accrued vacation pay.

• Texas Minimum Wage Act: Uses the federal minimum wage benchmark unless the federal rate rises.

Together, these federal and state laws create overlapping safety nets for Garland employees. Understanding which statute applies to your case is crucial because each has different filing deadlines (known as statutes of limitations) and remedies.

2. Common Employment Disputes in Garland, Texas

2.1 Wrongful Termination

Wrongful termination occurs when an employer fires an employee for reasons that violate state or federal law. Examples include dismissing an employee for reporting OSHA violations, participating in jury duty, or refusing to commit unlawful acts. In Garland, high-turnover industries like manufacturing and logistics see frequent claims involving retaliatory firings after workers report wage issues or safety hazards.

2.2 Discrimination and Harassment

Discrimination claims often involve unequal pay, lack of promotions, or hostile work environments targeting protected classes. Sexual harassment—unwelcome conduct of a sexual nature that creates a hostile work environment—remains pervasive in service and hospitality sectors along the President George Bush Turnpike corridor.

2.3 Wage and Hour Violations

Common wage disputes include:

• Misclassification of employees as exempt to avoid paying overtime.

• Requiring off-the-clock work (for example, retail workers performing opening/closing duties).

• Illegal deduction of tips or failure to meet the tip credit under the FLSA.

2.4 Retaliation for Whistleblowing

Retaliation claims have spiked as employees increasingly report safety issues or fraudulent COVID-19 relief submissions. Under Texas Labor Code §21.055 and multiple federal statutes, employers may not punish workers for engaging in protected activity, such as filing EEOC charges or participating in workplace investigations.

3. Texas Legal Protections & Regulatory Agencies

3.1 Texas Workforce Commission (TWC)

The Texas Workforce Commission enforces the Texas Payday Law and investigates discrimination complaints under the TCHRA. A complaint must be filed within 180 days of the alleged unlawful practice for discrimination claims.

3.2 EEOC Dallas District Office

Garland falls within the EEOC’s Dallas District. Federal discrimination claims require filing within 300 days if a parallel state agency (TWC) exists, or 180 days if not. After investigation, the EEOC may issue a Right-to-Sue letter, allowing you to move the case to federal court.

3.3 Wage Claims Under the Texas Payday Law

Employees have 180 days after the date wages were due to file with the TWC. The agency can order employers to pay wages, and failure to comply can trigger liens or civil action.

3.4 Overtime Claims Under the FLSA

Federal overtime lawsuits must be filed within two years (three if the violation is willful). Damages include unpaid wages, an equal amount in liquidated damages, plus attorney’s fees.

3.5 Statute of Limitations Quick Reference

• Discrimination (state): 180 days (TWC)

• Discrimination (federal): 300 days (EEOC)

• Retaliation: Follows underlying statute (usually 180/300 days)

• Wage/Overtime (FLSA): 2–3 years

• Texas Payday Law: 180 days

Missing these deadlines can forfeit your claim, so immediate action is critical.

4. Step-by-Step Action Plan After an Employment Dispute

Step 1: Document Everything

Preserve emails, text messages, timecards, performance reviews, and witness contact information. In Texas, you may record conversations as long as one party (you) consents (Texas Penal Code §16.02).

Step 2: Review Your Employee Handbook

Many disputes can be resolved through internal grievance procedures. Follow the handbook’s steps—skipping them may weaken your case later.

Step 3: File an Internal Complaint

Send a written complaint to HR or upper management detailing:

• Date, time, and location of each incident.

• Names of witnesses and perpetrators.

• Specific policies or laws violated.

• Your desired remedy (back pay, reinstatement, accommodation).

Step 4: File with the TWC or EEOC

If internal channels fail or you are terminated, file promptly. You can file a dual charge with both agencies, preserving state and federal claims in one process.

Step 5: Preserve Digital Evidence

Download timesheets and pay stubs from payroll portals, which employers can shut off after termination.

Step 6: Calculate Damages

Include lost wages, overtime, front pay, emotional distress (under certain statutes), and attorney’s fees.

Step 7: Consult an Attorney Early

An employment attorney can spot overlapping claims and ensure you meet deadlines. Many, including Louis Law Group, offer free evaluations.

5. When to Seek Legal Help in Texas

Certain red flags signal it’s time to escalate:

• You receive a sudden negative performance review after complaining to HR.

• HR insists on off-the-record settlements or non-disclosure agreements that waive statutory rights.

• Your employer threatens immigration consequences for reporting violations.

Texas employers often retain large defense firms. Having your own advocate levels the playing field, from drafting EEOC charges to litigating in U.S. District Court for the Northern District of Texas—Dallas Division. Louis Law Group’s attorneys are licensed in Texas and have secured six-figure settlements for wage and discrimination claims.

6. Local Resources & Next Steps

TWC Wage Claim Portal EEOC Dallas District Office – 207 S. Houston Street, Dallas, TX 75202 State Bar of Texas Lawyer Referral Service

Disclaimer: This guide provides general information and does not create an attorney-client relationship. Laws change, and your situation may require individualized advice.

Take Action Now: If you believe your workplace rights have been violated anywhere in Garland or the greater Dallas-Fort Worth area, call Louis Law Group at 833-657-4812 for a free case evaluation and policy review. Our Texas employment attorneys stand ready to fight for the compensation and justice you deserve.