Texas Minimum Wage & Employment Law Guide—Garland, TX

Introduction: Why Employment Law Matters to Garland, Texas Workers

Garland, Texas sits just northeast of Dallas and is home to more than 240,000 residents. The city’s diverse economy—anchored by manufacturing plants such as Kraft Heinz, technology firms clustered along the Telecom Corridor, and a large municipal workforce—creates thousands of jobs across wage levels. Whether you clock in at the Kraft Heinz ketchup line, serve in one of Garland ISD’s schools, or code for a start-up in nearby Richardson, you have certain rights under both federal and Texas employment law. Unfortunately, wage theft, discrimination, and wrongful termination still occur. This guide provides Garland employees with a clear, statute-based overview of their workplace protections and the steps to enforce them. While it favors employees, it remains grounded in authoritative sources such as the Texas Labor Code, the Fair Labor Standards Act (FLSA), Title VII of the Civil Rights Act, and published Texas court opinions.

Because Texas follows the at-will employment doctrine, many workers believe they can be fired or mistreated without recourse. That is not true. Several exceptions—whistleblower retaliation, discrimination, and violations of public policy (see Sabine Pilot Serv., Inc. v. Hauck, 687 S.W.2d 733, Tex. 1985)—allow employees to hold employers accountable. If you are in Garland and suspect your rights were violated, this guide will help you recognize illegal conduct, understand key deadlines, and pursue relief through the Texas Workforce Commission (TWC), the Equal Employment Opportunity Commission (EEOC), or the courts.

Understanding Your Employment Rights in Texas

1. Texas At-Will Employment—Core Rule and Key Exceptions

Texas presumes employment is at-will, meaning either party may end the relationship at any time and for any legal reason. However, several statutory and common-law exceptions override an employer’s unfettered discretion:

• Discrimination Prohibition: Under Title VII of the Civil Rights Act of 1964 and the Texas Commission on Human Rights Act (Texas Labor Code §21.051), employers with 15 or more employees may not terminate or otherwise discriminate based on race, color, religion, sex (including pregnancy, sexual orientation, and gender identity per Bostock v. Clayton County), national origin, disability, or age (40+).
• Retaliation Protection: Both federal (e.g., Title VII, FLSA, ADA) and Texas statutes prohibit firing or disciplining an employee for protected activities such as filing a complaint or participating in an investigation.
• Public-Policy Exception: Texas common law bans terminations for refusing to perform an illegal act (Sabine Pilot).
• Contractual & Collective Bargaining Agreements: Written agreements, employee handbooks with progressive-discipline promises, or union contracts can override at-will status.

2. Minimum Wage & Overtime—FLSA and Texas Labor Code

The federal minimum wage remains $7.25 per hour under the Fair Labor Standards Act (29 U.S.C. §206). Texas Labor Code §62.051 adopts this rate as the state minimum. Garland employers therefore must pay at least $7.25/hour unless a valid exemption applies (e.g., certain student learners, tipped employees making at least $5.12/hour in direct wages plus tips). For overtime, non-exempt employees are entitled to 1.5 times their regular rate for hours worked over 40 in a workweek. Employers who willfully violate the FLSA may be liable for three years of back pay and an equal amount in liquidated damages.

3. Meal and Rest Breaks

Neither the FLSA nor Texas law mandates meal or rest breaks; however, if an employer provides a paid break of 20 minutes or less, it must be treated as compensable work time. Unpaid meal periods must be at least 30 minutes and the worker must be relieved of all duties (29 C.F.R. §785.19).

4. Paid Sick Leave and PTO

Texas has no state-wide paid sick leave statute. Any paid time off policy in Garland is typically an employer benefit or, for public employees, set by municipal code.

5. Discrimination & Harassment Protections

In addition to Title VII and the Texas Labor Code Chapter 21, the Americans with Disabilities Act (42 U.S.C. §12101) and the Age Discrimination in Employment Act (29 U.S.C. §621) protect qualified individuals from workplace bias. Employers must also provide reasonable accommodations unless doing so causes undue hardship.

6. Workplace Safety

Occupational safety is governed by the federal Occupational Safety and Health Act. Employees may file OSHA complaints without retaliation.

Common Employment Law Violations in Texas

• Minimum Wage & Overtime ViolationsFailure to pay the $7.25 minimum, misclassifying employees as independent contractors or exempt to avoid overtime, or off-the-clock work.

• Tip MisappropriationManagers retaining a share of tips or using the tip credit where employees do not earn enough in tips to meet minimum wage.

• Discrimination & HarassmentUnequal pay, hostile work environment, age-based layoffs, or pregnancy discrimination.

• RetaliationDemotion or termination after filing an OSHA safety complaint, testifying in a coworker’s EEOC case, or reporting wage theft.

• Wrongful TerminationFiring in violation of public policy or for taking protected leave under the Family and Medical Leave Act (FMLA).

Texas Legal Protections & Employment Laws

1. Texas Labor Code Chapters 61 & 62 (Wages)

Chapter 61—the Texas Payday Law—requires timely payment of all wages due by the next regular payday. The statute allows workers to file an administrative wage claim with the TWC within 180 days of the date wages were due.

2. Title VII and Texas Commission on Human Rights Act

Employees alleging discrimination must file a charge with the EEOC or TWC Civil Rights Division within 300 days (state law) or 180 days (federal baseline) of the unlawful act to preserve claims.

3. Fair Labor Standards Act

Statute of limitations: two years for ordinary violations; three years if the violation was willful (29 U.S.C. §255).

4. Sabine Pilot Retaliatory Discharge Claims

A Sabine Pilot wrongful termination claim must be filed within two years of discharge under Texas’ general tort limitations period (Tex. Civ. Prac. & Rem. Code §16.003).

5. Whistleblower Act (Public Employees)

Public workers in Garland, including employees of the City of Garland and Garland ISD, are protected when reporting violations of law to appropriate authorities. They must file a grievance with their employer within 90 days of the adverse action (Tex. Gov’t Code §554.005).

6. Attorney Licensing Rules

Attorneys practicing employment law in Texas must be licensed by the State Bar of Texas and comply with Texas Disciplinary Rules of Professional Conduct.## Steps to Take After Workplace Violations

1. Document Everything

• Save pay stubs, schedules, emails, and screenshots.
• Keep a timeline of incidents, including names of witnesses and supervisors.
• Record hours worked in a personal log if timekeeping is inaccurate.

2. Internal Complaint

Most statutes require or encourage employees to follow internal grievance procedures first. Notify HR or a supervisor in writing and keep copies.

3. File Agency Claims

TWC Wage Claim: Complete the online or paper form within 180 days of wage due date. Address for local help: Workforce Solutions Greater Dallas—Garland Workforce Center, 217 N. Tenth St., Garland, TX 75040.

EEOC/TWC Discrimination Charge: File online through the EEOC Public Portal or visit the Dallas District Office (207 S. Houston St., Dallas, TX 75202).

4. Exhaust Administrative Remedies

An EEOC right-to-sue letter is generally required before filing a federal discrimination lawsuit. Under Texas Labor Code §21.252, employees must wait 60 days after filing with the TWC before pursuing a civil action.

5. File a Civil Lawsuit

If agency relief fails or is unavailable (e.g., Sabine Pilot claims), employees may file suit in state or federal court within the applicable statute of limitations.

When to Seek Legal Help in Texas

Because employment law complaints have strict deadlines and complex procedural requirements, consulting an employment lawyer in Garland, Texas is often critical. Consider hiring counsel if:

• You were fired after reporting illegal activity or requesting overtime pay.
• HR ignored your discrimination complaint.
• Your employer misclassified you as exempt or an independent contractor.
• You need to negotiate a severance agreement with non-compete clauses.

Under many statutes (e.g., FLSA, Title VII), the court may award prevailing employees reasonable attorney’s fees, making legal representation more accessible.

Local Resources & Next Steps

Texas Workforce Commission Payday LawEqual Employment Opportunity CommissionU.S. Department of Labor Wage & Hour DivisionOSHA Worker Rights & Protections Garland workers can also contact Legal Aid of NorthWest Texas (Dallas office) or the Dallas Bar Association’s Lawyer Referral Service for affordable counsel.

Legal Disclaimer

This guide is for informational purposes only and does not constitute legal advice. Employment laws change, and their application depends on specific facts. Consult a licensed Texas attorney regarding your 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.