Texas Employment Law Guide for Round Rock Workers

11 min read

Introduction: Why Round Rock Employees Need to Know Their Rights

Round Rock’s booming tech corridor along Interstate 35 and proximity to Austin have drawn thousands of skilled workers to Williamson County. Yet rapid growth can also magnify workplace disputes ranging from unpaid overtime at local manufacturers to discrimination in fast-growing software firms. Texas follows the doctrine of at-will employment, meaning bosses may terminate employees for almost any reason—or no reason—so long as it is not illegal. That caveat is critical: state and federal statutes still prohibit firing someone for protected characteristics or for asserting legal rights. Understanding those protections is the first step toward safeguarding your livelihood, reputation, and future earning power.

This guide—written specifically for employees in Round Rock, Texas—explains the most common employment disputes (wrongful termination, unpaid wages, discrimination, retaliation, and harassment) and lays out concrete steps you can take. We cite the Texas Labor Code, U.S. Department of Labor (DOL) regulations, recent Fifth Circuit and Texas state appellate decisions, and procedures through the Texas Workforce Commission (TWC) and the Equal Employment Opportunity Commission (EEOC). While we tilt slightly in favor of workers, the information below is evidence-based and non-speculative. Nothing in this guide constitutes legal advice; consult a licensed Texas employment attorney regarding your specific situation.

Understanding Your Employment Rights in Texas

1. Texas’s At-Will Doctrine—With Important Exceptions

Under common law, Texas is an at-will state (see Sabine Pilot Serv., Inc. v. Hauck, 687 S.W.2d 733 (Tex. 1985)). Employers may end the relationship at any time for any lawful reason. However, companies cannot fire or discipline workers for:

• Refusing to commit an illegal act (the Sabine Pilot exception).

• Discrimination based on protected traits under Title VII of the Civil Rights Act, the Americans with Disabilities Act (ADA), the Age Discrimination in Employment Act (ADEA), or Chapter 21 of the Texas Labor Code.

• Retaliation for filing a workers’ compensation claim (Texas Labor Code § 451.001), reporting wage violations, or participating in an EEOC investigation.

2. Protected Classes in Texas

Chapter 21 of the Texas Labor Code mirrors federal Title VII and prohibits discrimination based on:

• Race, color, national origin

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

• Religion

• Disability

• Age (40+)

The law applies to private employers with at least 15 employees, state and local governments, and employment agencies.

3. Wage and Hour Rights

The Fair Labor Standards Act (FLSA) sets the federal minimum wage ($7.25/hr) and overtime (1.5×) for hours above 40 in a workweek. Texas does not impose a higher state minimum, so the federal rate controls. Common wage violations in Round Rock include:

• Misclassifying tech-sector workers as exempt “computer professionals” to avoid overtime.

• Auto-deducting lunch breaks when employees work through lunch at distribution centers along SH-45.

• Refusing to pay final wages within six days after discharge for day laborers under Texas Labor Code § 61.014.

4. Federal Protections Reinforcing State Law

Beyond Title VII and the FLSA, employees may invoke:

• Family and Medical Leave Act (FMLA) for up to 12 weeks of unpaid, job-protected leave.

• Occupational Safety and Health Act (OSHA) anti-retaliation provisions.

• National Labor Relations Act (NLRA) rights to discuss wages and working conditions.

Many Round Rock startups overlook these obligations during rapid expansion—raising red flags for employees.

Common Employment Disputes in Texas

1. Wrongful Termination

Because at-will terminations are legal unless unlawful, winning a wrongful termination claim requires proving your firing violated statute (e.g., discrimination, retaliation) or public policy (Sabine Pilot). For example, a maintenance technician terminated for refusing to falsify safety logs may have a public-policy claim.

2. Retaliation & Whistleblower Claims

Texas law protects employees who report legal violations. Under Texas Labor Code § 21.055, employers cannot retaliate for opposing discriminatory practices. Public-sector workers have additional rights under the Texas Whistleblower Act (§ 554.002). Retaliation claims often succeed even when the underlying complaint is ultimately unfounded, provided the employee had a reasonable belief of illegality.

3. Wage and Hour Violations

High-tech firms recruiting globally to Round Rock sometimes treat “contractors” as exempt, though the DOL’s economic realities test may deem them employees entitled to overtime. TWC wage claims commonly involve:

• Off-the-clock work at retail chains in the Round Rock Premium Outlets.

• Tip pooling violations at restaurants along FM 620.

4. Workplace Discrimination & Harassment

Although Williamson County is among Texas’s most affluent regions, EEOC data show race and sex discrimination charges remain prevalent. Harassment can include persistent jokes about a worker’s accent or unwanted sexual advances. Liability arises when the company knew or should have known and failed to act.

Texas Legal Protections & Regulations

1. Texas Labor Code & Administrative Remedies

Before suing under Chapter 21, you must file a Charge of Discrimination with either the TWC Civil Rights Division or the EEOC within 300 days of the discriminatory act (or 180 days for purely state claims). Dual-filing meets both state and federal requirements.

2. EEOC Procedure

• File a charge online or at the EEOC San Antonio Field Office serving Round Rock.

• The EEOC notifies the employer and may seek mediation.

• If unresolved, the EEOC investigates. Average determination time: 10 months.

• Upon completion, you receive a Notice of Right to Sue. For Title VII claims, you have 90 days to file in federal court.

Learn more at the EEOC: EEOC San Antonio Field Office.

3. Texas Workforce Commission Wage Claims

You have 180 days from the wage violation to submit a claim. The TWC will:

• Send a questionnaire to your employer.

• Issue a preliminary wage determination.

• Allow either party to appeal within 21 days.

More details: Texas Workforce Commission – How to Submit a Wage Claim.

4. Statutes of Limitation Snapshot

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

• Sabine Pilot wrongful discharge: 2 years.

• Workers’ comp retaliation: 2 years.

• ADA/ADEA/Title VII: 300-day charge + 90-day suit window.

Steps to Take After an Employment Dispute

1. Document Everything

Immediately start an evidence folder—screenshots of hostile emails, pay stubs showing missing overtime, witness statements, and performance reviews. Texas permits one-party consent recordings, so you may legally record conversations you are part of, though avoid company-issued devices.

2. Follow Internal Procedures

Many Round Rock employers require complaints via HR portals like BambooHR or ADP Workforce Now. Submit written grievances to show you gave the company a chance to fix the problem, protecting later legal claims and potential punitive damages.

3. File Timely Administrative Charges

If internal resolution stalls, submit a TWC or EEOC charge promptly. Waiting deprives you of leverage and may time-bar valid claims. Mark calendar reminders 150 days post-incident to avoid missing the 180/300-day windows.

4. Preserve Digital Evidence

Download personal copies of relevant emails, Slack messages, and time records before your credentials are disabled. Texas courts admit electronically stored information under Texas Rule of Evidence 803(6) business records exception.

5. Mitigate Damages

Courts expect you to seek new employment (“mitigation”). Keep a job-search log—indeed.com applications, networking emails—to rebut employer arguments that back-pay awards should be reduced.

6. Consult an Employment Attorney

While TWC wage claims can be DIY, complex retaliation or FMLA cases warrant counsel. Many firms, including Louis Law Group, offer free consultations and contingency fee arrangements—critical if you just lost your paycheck.

When to Seek Legal Help in Texas

Immediately contact a lawyer if:

• You received a Right-to-Sue notice (90-day federal deadline is unforgiving).

• Your employer threatens counterclaims or non-compete enforcement.

• You are negotiating severance packages involving stock options common in Round Rock tech.

• You suspect systemic discrimination (class actions require sophisticated resources).

Texas lawyers must be licensed by the State Bar of Texas and remain in good standing. Verify any attorney’s status on the State Bar directory. Experienced counsel can:

• Conduct pre-suit discovery via Texas Rule 202 depositions.

• Draft demand letters invoking fee-shifting statutes (e.g., 29 U.S.C. § 216(b)).

• Negotiate early settlement, often securing front pay, reinstatement, or neutral references.

If you believe your workplace rights have been violated, call Louis Law Group at 833-657-4812 for a free case evaluation.

Local Resources & Next Steps

Texas Workforce Commission – Wage claims, unemployment benefits, and civil rights division. EEOC San Antonio Field Office – Discrimination charges for Williamson County residents. Williamson County Law Library & Self-Help Center – Free public access to legal resources in Georgetown, 15 minutes from Round Rock. Austin Bar Association Lawyer Referral Service – Pre-screened attorneys practicing employment law.

After reading this guide, jot down your incident timeline, collect documents, and schedule a consultation. Early action preserves evidence and positions you for maximum recovery.

Call to Action: If your employer in Round Rock ignored labor laws, retaliated against you, or withheld wages, contact Louis Law Group today at 833-657-4812 for a free, confidential case evaluation. Our employment attorneys fight for Texas workers’ rights statewide.

Legal Disclaimer

This guide provides general information about Texas employment law and is not legal advice. Reading or using this material does not create an attorney–client relationship. Deadlines and statutes can change; always consult a qualified Texas employment attorney about your specific situation.