Texas Minimum Wage & Employment Law Guide – Garland, TX

Introduction: Why Garland Workers Need to Know Their Rights

Nestled northeast of Dallas, Garland, Texas is home to more than 240,000 residents and a diverse workforce employed by manufacturers such as Kraft Heinz, defense contractor L3Harris, technology firms clustered along the Telecom Corridor, and thousands of small businesses that keep the city’s economy vibrant. Whether you clock in at the industrial parks off President George Bush Turnpike, troubleshoot software in an office near Firewheel Town Center, or serve customers in Historic Downtown Garland, you are covered by a web of federal and state employment laws. Unfortunately, many employees discover those protections only after a paycheck problem, discriminatory remark, or sudden termination. This guide—written for Garland workers—explains Texas minimum wage laws, the larger framework of employment regulations, and the practical steps you can take if your workplace rights are violated.

While Texas employers enjoy substantial discretion because of the state’s at-will employment doctrine, employees are not powerless. The Fair Labor Standards Act (FLSA, 29 U.S.C. §§ 201-219) establishes nationwide wage and hour rules, and the Texas Labor Code layers on additional requirements, including Chapter 62’s state minimum wage provisions. Anti-discrimination statutes such as Title VII of the Civil Rights Act of 1964 and the Texas Commission on Human Rights Act (TCHRA) prohibit adverse actions based on protected traits. Federal agencies like the Equal Employment Opportunity Commission (EEOC) and state agencies like the Texas Workforce Commission (TWC) enforce these rights and maintain offices that accept complaints from Garland residents. In the pages that follow, you will learn how these laws apply on the shop floor and in the boardroom, what deadlines must be met, and when to contact an employment lawyer in Garland, Texas.

Understanding Your Employment Rights in Texas

1. The Texas Minimum Wage

Texas has adopted the federal minimum wage rate of $7.25 per hour. Chapter 62 of the Texas Labor Code mirrors the FLSA’s core requirements but allows the state to investigate wage claims filed with the TWC’s Labor Law Section. Employers in Garland must:

• Pay at least $7.25 per hour to non-exempt employees.

• Provide overtime at 1.5× the regular rate after 40 hours in a workweek (FLSA §207).

• Display the Texas Payday Law poster and the federal FLSA poster in a conspicuous workplace location.

Tip credit: Employers may pay tipped workers as little as $2.13 per hour if tips make up the difference to $7.25. They must keep accurate tip records and inform employees in advance. Violations (e.g., invalid tip pools) can trigger back-pay liability for three years if the violation is willful (29 U.S.C. §255).

2. Texas’s At-Will Employment Doctrine

In Texas, either party may terminate the employment relationship at any time for any lawful reason or no reason (Montgomery v. Houston County, 277 S.W.3d 524 (Tex. App.—Tyler 2009)). However, four major exceptions protect Garland workers:

• Statutory Protections – Employers cannot fire workers for discriminatory or retaliatory reasons forbidden by Title VII, ADA, ADEA, FMLA, the FLSA, or the Texas Labor Code.

• Public Policy Exception – Recognized in Sabine Pilot Service, Inc. v. Hauck, 687 S.W.2d 733 (Tex. 1985), firing an employee solely for refusing to perform an illegal act is wrongful.

• Contractual Agreements – Written employment contracts, collective-bargaining agreements, or explicit company policies can limit at-will termination.

• Protected Leave – Retaliation for taking protected FMLA or military leave is unlawful.

3. Anti-Discrimination and Harassment Protections

Under Title VII (42 U.S.C. §2000e-2) and the TCHRA (Texas Labor Code §§21.001-21.556), employers with 15+ employees may not discriminate based on race, color, religion, sex (including pregnancy, sexual orientation, and gender identity), national origin, disability, or age (40+). The laws cover hiring, compensation, promotion, and termination. Harassment becomes unlawful when it is severe or pervasive enough to create a hostile work environment.

4. Retaliation Protections

It is illegal for an employer to punish a worker for filing a wage claim, complaining about discrimination, or participating in an investigation. Retaliation claims make up the largest category of EEOC charges filed in Texas.

Common Employment Law Violations in Texas

Despite clear statutes, violations persist. Below are frequent issues reported by Garland employees and confirmed by state agency data:

1. Off-the-Clock Work & Overtime Misclassification

A fabrication shop may label welders as “independent contractors” to avoid overtime. In reality, behavioral and financial control tests created by the U.S. Department of Labor classify most as employees. If a non-exempt worker regularly checks emails after shifts without compensation, that is also illegal.

2. Minimum Wage Shortfalls

Common in restaurant and cleaning industries: tip pooling with managers, deductions for walk-outs, or forcing employees to buy uniforms that drop pay below $7.25. These practices violate both the FLSA and Texas Labor Code §62.051.

3. Discriminatory Termination

Examples include cutting older IT staff during a reduction-in-force while retaining younger, lesser-qualified employees, or firing a pregnant clerk after she requests light duty.

4. Failure to Accommodate Disabilities

The Americans with Disabilities Act (ADA, 42 U.S.C. §12101) requires reasonable accommodations. Denying a qualified technician with diabetes regular meal breaks or refusing to adjust schedules violates federal law.

5. Retaliation After Whistleblowing

Under Texas Labor Code Chapter 554, public employees who report legal violations by their agencies are shielded from retaliation. Private-sector employees rely on federal protections (e.g., OSHA, Sarbanes-Oxley) and Sabine Pilot.

Texas Legal Protections & Employment Laws

1. Texas Payday Law (Labor Code Chapter 61)

Requires timely payment of wages no later than the next regular payday. Employees can file a wage claim with the TWC within 180 days of the date wages were due.

2. FLSA & Overtime

The FLSA covers most Garland employers engaged in interstate commerce or with annual sales of $500,000+. Overtime lawsuits must be filed within 2 years of the violation, extended to 3 years for willful breaches (29 U.S.C. §255).

3. Anti-Discrimination Statutes

• EEOC/TCHRA Deadline: A charge must be filed within 300 days (EEOC) or 180 days (TWC) of the discriminatory act. Dual-filing covers both agencies.

• Right-to-Sue: After receiving a notice of right to sue, an employee has 90 days (federal) or 60 days (state) to file in court.

4. Texas Whistleblower Act

Public employees must bring claims within 90 days of the retaliatory action (Tex. Gov’t Code §554.005).

5. Occupational Safety and Health

While OSHA is federally administered, the Dallas Area Office, located less than 15 miles from Garland, investigates safety complaints for North Texas workers.

6. Attorney Licensing in Texas

Only lawyers licensed by the Supreme Court of Texas may provide legal advice or represent clients in Texas state courts. Federal matters in the Northern District of Texas require separate admission. Verify licensure through the State Bar of Texas.

Steps to Take After Workplace Violations

Document Everything Keep copies of pay stubs, schedules, discriminatory emails, and notes of conversations. Digital backups matter—screenshots of scheduling apps or time-clock systems can be gold. Use Internal Channels Report violations through HR or ethics hotlines first, if safe to do so. Written complaints help show the employer had notice. File an Administrative Charge For wage issues: submit a Texas Payday Law claim or FLSA complaint to the U.S. Department of Labor’s Wage and Hour Division (Dallas District Office). For discrimination: file with the EEOC’s Dallas District Office or the TWC Civil Rights Division in Austin. Garland residents can also use the TWC’s online portal. Meet All Deadlines Missed limitations periods bar recovery. Mark the 180- and 300-day cutoffs on your calendar. Consult an Employment Lawyer Early legal advice preserves evidence and prevents procedural missteps.

When to Seek Legal Help in Texas

Although some disputes resolve through agency conciliation, several scenarios merit immediate legal counsel:

• You are terminated soon after complaining about unpaid wages or discrimination.

• Your employer pressures you to sign a severance agreement with broad waivers.

• You are part of a class facing systemic pay misclassification (e.g., group of installers labeled as independent contractors).

• You need to file in court following an EEOC right-to-sue notice.

• Retaliation escalates to threats or blacklisting.

Many employment lawyers offer free consultations and work on contingency for wage and discrimination cases, meaning no fee unless you recover damages.

Local Resources & Next Steps

Texas Workforce Commission – File wage claims, learn about the Texas Payday Law, access unemployment benefits. The closest Workforce Solutions center is at 217 North 10th Street, Garland. EEOC Dallas District Office – 207 S. Houston St., Dallas, TX 75202; covers Garland discrimination charges. Texas Labor Code Chapter 62 – Minimum Wage – Official statutory language. U.S. Department of Labor FLSA Overview – Guidance on overtime, exemptions, and recordkeeping.

Garland Public Library branches also provide free computer access if you need to file agency complaints online.

Legal Disclaimer: This article provides general information for educational purposes and is not legal advice. Employment law is complex; you should consult a licensed Texas 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.