Texas Employment Law Guide for Plano Workers

Estimated read time: 13 min read

Introduction: Why Plano Employees Need to Know Their Rights

Plano’s fast-growing economy—driven by tech, finance, and healthcare—has brought thousands of new jobs to Collin County. Yet with rapid growth comes an uptick in workplace problems: unpaid overtime, abrupt firings, and discriminatory practices can leave workers confused about their options. Texas follows the “at-will” employment doctrine, meaning most employers can terminate employees for almost any non-illegal reason. That does not mean you are powerless. Federal statutes like Title VII and the Fair Labor Standards Act (FLSA), coupled with the Texas Labor Code, create strong protections against wrongful termination, discrimination, retaliation, harassment, and wage theft. This comprehensive guide explains how Plano employees can assert those rights, meet strict filing deadlines, and secure seasoned legal help when needed.

Understanding Your Employment Rights in Texas

At-Will Employment—And Its Limits

Texas is an at-will state, allowing employers to dismiss workers without cause, unless the reason violates a statute, contract, or public policy. Key exceptions include:

• Anti-discrimination laws (e.g., Title VII, ADA, ADEA, Texas Labor Code Chapter 21).

• Retaliation protections for whistleblowing, filing wage claims, or taking protected leave.

• Written contracts or collective-bargaining agreements.

Protected Classes and Anti-Discrimination Statutes

Under Title VII of the Civil Rights Act of 1964 and Texas Labor Code § 21.051, Plano employees are safeguarded from discrimination based on:

• Race, color, national origin

• Sex (including pregnancy, sexual orientation, and gender identity)

• Religion

• Disability (Americans with Disabilities Act)

• Age 40 or older (Age Discrimination in Employment Act)

• Genetic information (GINA)

Employers with 15 or more employees are covered under these laws (20 for age discrimination claims).

Wage and Hour Protections

The Fair Labor Standards Act (FLSA) sets federal minimum wage and overtime rules, while Texas Labor Code Chapter 62 mirrors many of those provisions. Key rights include:

• Minimum wage of $7.25/hour (no state-specific increase).

• Time-and-one-half overtime for hours worked beyond 40 in a workweek—unless exempt.

• Accurate record-keeping of hours and pay.

Common Employment Disputes in Plano, Texas

1. Wrongful Termination

Not every unfair firing is illegal, but termination that violates an employment contract, anti-discrimination statute, or public policy (e.g., firing for jury duty) is actionable. Recent Texas caselaw—Waffle House, Inc. v. Williams, 313 S.W.3d 796 (Tex. 2010)—recognizes separate tort claims when civil rights statutes overlap with wrongful discharge.

2. Retaliation and Whistleblower Claims

Both federal and Texas laws forbid employers from punishing employees for engaging in protected activities, such as:

• Filing an EEOC charge.

• Reporting safety violations to OSHA.

• Requesting overtime pay.

Retaliatory acts include demotion, pay cuts, or hostile work environments.

3. Wage and Hour Violations

Plano’s booming service sector often misclassifies workers as “independent contractors” to dodge overtime obligations. Under the FLSA’s economic-realities test, many of these workers qualify as employees entitled to overtime.

4. Discrimination & Harassment

Bias can appear in hiring, promotion, or day-to-day conduct (e.g., racial slurs, unwanted sexual advances). Harassment becomes unlawful when it is severe or pervasive enough to create a hostile work environment, as defined by the U.S. Supreme Court in Meritor Sav. Bank v. Vinson, 477 U.S. 57 (1986).

5. Family and Medical Leave Issues

Employers with 50+ workers must honor the Family and Medical Leave Act (FMLA). Denying qualifying leave or failing to restore employees to equivalent positions can give rise to legal claims.

Texas Legal Protections & Regulations

Texas Labor Code Overview

The Texas Labor Code houses critical sections on discrimination (Chapter 21), payday laws (Chapters 61–62), and occupational safety (Chapter 411). Violations can lead to administrative fines and private lawsuits.

Enforcement Agencies

Texas Workforce Commission (TWC)—handles wage claims, payday law enforcement, and state discrimination charges. EEOC Dallas District Office—covers Plano discrimination and retaliation complaints.

• U.S. Department of Labor Wage & Hour Division—investigates FLSA violations.

Filing Deadlines (Statutes of Limitations)

• Discrimination/Retaliation: 300 days to file a charge with the EEOC/TWC (if state law also applies).

• Equal Pay Act: 2 years (3 for willful violations) to file in federal court.

• FLSA Overtime/Minimum Wage: 2 years (3 if willful) to sue.

• Texas Payday Law: 180 days from the date wages were due to file with TWC.

• Workers’ Compensation Retaliation: 2 years to sue under Texas Labor Code § 451.

Missing a deadline can bar recovery—track dates meticulously.

Texas Workforce Commission Complaint Process

• Submit a wage claim within 180 days using Form LL-1 (Payday Law) or file a Charge of Discrimination (Form TWCCRD-5).

• TWC investigates, requests employer response, and may schedule mediation.

• After findings, parties may request reconsideration or proceed to court.

Steps to Take After an Employment Dispute

1. Document Everything

Immediately compile:

• Emails, texts, or memos showing discriminatory remarks or pay promises.

• Timesheets, pay stubs, and schedules to prove unpaid overtime.

• Witness names and statements.

2. Follow Internal Policies

Most handbooks require reporting harassment or pay disputes to HR before suing. Failing to exhaust internal remedies can reduce damages under Faragher/Ellerth defenses.

3. File Administrative Charges Promptly

Use the 300-day EEOC/TWC window or 180-day TWC Payday window. Online portals speed submission, and confirmation receipts establish timeliness.

4. Preserve Digital Evidence

Save relevant Slack messages, calendars, and GPS logs. Spoliation (destruction) can hurt your claim.

5. Avoid Retaliatory Pitfalls

Continue performing job duties professionally. Provoking altercations can give the employer a legitimate discharge defense.

When to Seek Legal Help in Texas

Although many disputes resolve administratively, retaining counsel strengthens your leverage. Contact an attorney if:

• The employer threatens or initiates termination after you complain.

• You face complex claims (e.g., disability accommodations combined with retaliation).

• TWC or EEOC deadlines are approaching and you need right-to-sue letters.

• A settlement offer arrives—legal review ensures fairness.

Texas lawyers must be licensed by the State Bar of Texas and often focus on metropolitan hubs like Plano and Dallas. A qualified attorney can:

• Calculate damages (back pay, front pay, liquidated damages, punitive damages, attorney’s fees).

• Negotiate severance agreements that waive claims in exchange for compensation.

• Represent you at mediations, arbitrations, or jury trials.

Local Resources & Next Steps for Plano Employees

• Texas Workforce Commission North Texas District: 101 E. 15th Street, Austin, TX 78778 (file online or by mail).

• EEOC Dallas District Office: 207 S. Houston Street, Dallas, TX 75202. Phone: 1-800-669-4000.

Collin County Bar Association—lawyer referral services.

• Legal Aid of NorthWest Texas—pro bono assistance for qualifying low-income workers.

Disclaimer: This guide is for informational purposes only and does not constitute legal advice. Consult a licensed Texas employment attorney regarding your specific situation.

Take Action Today

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. Time limits are strict—protect your claim before evidence fades.