Texas Employment Law Guide for Lubbock Workers

10 min read

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

Lubbock’s economy is powered by education, agriculture, healthcare, and a growing technology sector. While most employers treat workers fairly, disputes still arise—whether it’s unpaid overtime at a cotton gin, harassment in a medical office, or sudden dismissal from one of Tech Terrace’s startups. Understanding your legal rights under Texas and federal law is the first step to protecting your livelihood, reputation, and future earnings.

This comprehensive guide—written from an employee-friendly perspective—covers the most common workplace disputes in Lubbock, Texas: wrongful termination, wage and hour violations, discrimination, retaliation, and harassment. You will learn the relevant statutes, filing deadlines, and practical, step-by-step actions you can take today. When in doubt, consult an experienced attorney; Louis Law Group offers free case evaluations at 833-657-4812.

Understanding Your Employment Rights in Texas

At-Will Employment—But Not a License to Discriminate

Texas follows the at-will doctrine, meaning an employer can terminate an employee for any lawful reason or no reason at all. However, "lawful" is the key qualifier. Employers may not fire or otherwise penalize workers for discriminatory or retaliatory reasons protected by state or federal statutes. Protected categories include race, color, national origin, sex (including pregnancy, sexual orientation, and gender identity under recent EEOC guidance), religion, age (40+), disability, and genetic information.

Wage and Hour Basics

• Minimum Wage: Texas mirrors the federal rate—currently $7.25 per hour.

• Overtime: Most hourly employees who work more than 40 hours in a workweek must be paid 1.5 times their regular rate under the Fair Labor Standards Act (FLSA).

• Tip Credits: Employers can pay as little as $2.13 per hour if tips bring the total to at least $7.25, but they must make up any shortfall.

• Recordkeeping: Employers must maintain payroll records for at least three years.

Federal Protections Overlay State Law

Even though Texas has fewer state-level employment protections than some other states, federal laws apply equally in Lubbock. Titles VII and I of the Civil Rights Act, the Americans with Disabilities Act (ADA), the Family and Medical Leave Act (FMLA), and the Age Discrimination in Employment Act (ADEA) create significant safeguards for employees.

Right-to-Work vs. Union Rights

Texas is a right-to-work state, which prohibits mandatory union membership or dues as a condition of employment. However, unionized workers in Lubbock—such as telecom technicians or airline mechanics—still enjoy collective-bargaining rights under the National Labor Relations Act (NLRA).

Common Employment Disputes in Texas

1. Wrongful Termination

Although "wrongful termination" is not a standalone cause of action under Texas law, an employee can sue if the firing violates a specific statute or public policy. Examples include termination for filing a workers’ compensation claim, reporting safety violations, or taking jury duty.

2. Wage and Hour Violations

Wage theft costs Texans an estimated $1 billion annually. Common scenarios in Lubbock include:

• Off-the-clock work requested by hospitality managers on Broadway.

• Misclassifying agricultural hands as independent contractors to avoid overtime.

• Failing to pay delivery drivers correct mileage reimbursements.

3. Workplace Discrimination

Discrimination can take the form of biased hiring, unequal pay, hostile work environments, or denial of promotions. In 2023, the EEOC’s Dallas District—which covers Lubbock—received over 9,000 charges, with retaliation and race bias leading the list.

4. Harassment and Hostile Work Environment

Harassment becomes unlawful when it is severe or pervasive enough to create a hostile or abusive work environment. This standard is judged from both subjective (employee’s perspective) and objective (reasonable person) viewpoints.

5. Retaliation

Retaliation claims now outnumber discrimination claims nationwide. Texas Labor Code §21.055 prohibits an employer from retaliating against an employee for opposing discriminatory practices, filing a charge, or participating in an investigation.

Texas Legal Protections & Regulations

Texas Labor Code Chapter 21

Chapter 21 (mirroring Title VII) forbids employment discrimination and designates the Texas Workforce Commission (TWC) Civil Rights Division as the state administrative agency. You must typically file a Charge of Discrimination with the TWC or EEOC within 180 days of the adverse action to preserve state claims.

Federal Administrative Filing Deadlines

• EEOC: 300 days if a dual-filed state agency exists (TWC qualifies).

• OSHA Whistleblower: 30–180 days, depending on the statute (e.g., 30 days for unsafe workplace conditions under §11(c)).

• FLSA Wage Claims: 2 years, extended to 3 for willful violations.

Statutes of Limitations in Texas Courts

• Contract Claims (unpaid bonuses, commissions): 4 years (Tex. Civ. Prac. & Rem. Code §16.004).

• Sabine Pilot Wrongful Discharge (refusal to perform illegal act): 2 years.

• Workers’ Compensation Retaliation: 2 years (Tex. Lab. Code §451.003).

Administrative Exhaustion Requirement

You generally must exhaust administrative remedies—meaning you must allow the TWC or EEOC to investigate or issue a right-to-sue letter—before filing a civil lawsuit.

Recent Texas Precedents

• Creative Oil & Gas v. Lona Hills Ranch (2020): Texas Supreme Court clarified anti-SLAPP standards, influencing whistleblower and retaliation cases.

• Woods v. Lubbock County Hospital District (N.D. Tex. 2022): Reiterated that continued harassment after reporting can substantiate Title VII liability.

Five Steps to Take Immediately After a Workplace Dispute

Document Everything Save emails, write detailed incident notes (who, what, when), and photograph any physical evidence. Texas allows one-party consent audio recordings, but be cautious: recording can violate company policy even if legal; discuss strategy with counsel.

Review Company Policies Obtain the employee handbook. Internal deadlines for complaints (often 30 days) can affect your case, especially harassment claims where an employer may raise the Ellerth-Faragher defense if you never used internal channels.

File an Internal Complaint, If Safe Escalate to HR or a designated compliance hotline. Clearly state the protected activity—e.g., "I believe this disciplinary write-up is retaliation for my OSHA complaint." This triggers the employer’s duty to investigate.

Contact Oversight Agencies

EEOC Dallas District Office (covers Lubbock): 207 S. Houston St., Dallas, TX; ☎ 1-800-669-4000.

• TWC Lubbock Tele-Center: 2002 West Loop 289, Suite 117. Call before visiting.

Consult an Employment Attorney A lawyer can calculate deadlines, draft agency charges, and negotiate severance. Louis Law Group’s Texas-licensed attorneys stand ready to advocate for Lubbock workers. Call 833-657-4812 for a free evaluation.

When to Seek Legal Help in Texas

Red Flags Requiring Immediate Counsel

• You are asked to sign a severance agreement or release within a tight timeframe.

• You suspect systemic discrimination affecting multiple employees.

• You missed an agency filing deadline but still want to explore state tort or contract claims.

• Your employer threatens to sue you for defamation after you raised compliance concerns.

Texas procedural rules and damage caps can be unforgiving. For instance, compensatory and punitive damages under Chapter 21 are capped based on employer size (e.g., $50,000 for 15–100 employees). Strategic pleading and preservation of evidence are critical to maximize recovery.

What a Texas Employment Attorney Can Do

• Draft and file EEOC/TWC charges to meet dual-filing requirements.

• Subpoena payroll records to expose off-the-clock work.

• Negotiate confidential settlements that protect future employment prospects.

• Litigate in state or federal court, including jury trials in the U.S. District Court for the Northern District of Texas, Lubbock Division.

Louis Law Group offers contingency-fee representation in many employment cases, meaning you pay nothing unless we recover compensation. Dial 833-657-4812.

Local Resources & Next Steps for Lubbock Workers

Texas Workforce Commission (TWC) — File wage claims or discrimination charges online. Visit TWC.

• EEOC Dallas District Office — Schedule an intake interview; virtual intakes available.

Lubbock Area Bar Association — Lawyer referral service: Lubbock Area Bar.

• Legal Aid of NorthWest Texas — Limited representation for low-income workers.

• U.S. Department of Labor Wage & Hour Division — Report wage theft: 1-866-4-USWAGE.

Remember, deadlines are short and evidence can disappear quickly. If you believe your workplace rights have been violated, call Louis Law Group at 833-657-4812 for a free case evaluation and policy review. Taking action today may preserve back pay, reinstatement rights, and additional damages under Texas and federal law.

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