Employment Law Guide for Fort Worth, Texas Workers

Introduction: Why Fort Worth Workers Need a Texas-Specific Employment Law Guide

Fort Worth’s workforce is diverse and rapidly growing. From the F-35 fighter jets assembled at Lockheed Martin Aeronautics to the logistics operations tied to DFW International Airport, employees here power aviation, oil and gas services, healthcare, and an emerging tech corridor along Interstate 35W. Yet with opportunity comes risk: unpaid overtime in warehouse shifts, discriminatory hiring in male-dominated drilling outfits, or sudden layoffs without clear explanations. Texas is an at-will employment state, meaning an employer may terminate a worker at any time for any reason that is not illegal. Understanding what is illegal—and how to fight back when it happens—is critical for every Fort Worth employee, whether you clock in at the historic Stockyards or code for a downtown start-up.

This comprehensive guide uses only authoritative sources—the Texas Labor Code, Title VII of the Civil Rights Act of 1964, the Fair Labor Standards Act (FLSA), the Americans with Disabilities Act (ADA), the Texas Commission on Human Rights Act (TCHRA), state and federal court opinions, and the procedures of the Texas Workforce Commission (TWC) and Equal Employment Opportunity Commission (EEOC). When you know the statutes, deadlines, and enforcement tools available, you can better safeguard your wages, benefits, and dignity on the job.

Understanding Your Employment Rights in Texas

1. The At-Will Doctrine—and Its Exceptions

Texas follows the at-will employment doctrine. Unless you are covered by an enforceable employment contract (including certain union collective-bargaining agreements), you may be fired or may resign at any time, for any reason or no reason—except a reason prohibited by law. Illegal grounds include discrimination, retaliation, refusal to perform an illegal act, reporting workplace safety concerns, filing a workers’ compensation claim, or taking qualified leave under the Family and Medical Leave Act (FMLA).

• Statutory exceptions: Texas Labor Code Chapter 21 (TCHRA) bars discrimination based on race, color, national origin, religion, sex, age (40+), disability, or genetic information. Title VII, the ADA, and the Age Discrimination in Employment Act (ADEA) offer parallel federal protections.

• Public-policy exception: Recognized by the Texas Supreme Court in Sabine Pilot Service, Inc. v. Hauck, 687 S.W.2d 733 (Tex. 1985), this narrow exception prohibits firing an employee solely for refusing to commit an illegal act.

• Whistleblower protection: Public-sector workers are protected by the Texas Whistleblower Act (Tex. Gov’t Code § 554.002) for good-faith reports of legal violations by employers.

2. Wage and Hour Protections

The FLSA sets federal minimum wage ($7.25/hour) and overtime (time-and-a-half for hours worked over 40 in a workweek). Texas has not enacted a higher minimum wage, so Fort Worth employers must meet or exceed the federal rate. Certain oil-field day-rate positions, nurses working “24-hour shifts,” and IT contractors may be misclassified as exempt. If you are paid a salary but spend most of the day on manual tasks, you may still be owed overtime.

3. Anti-Discrimination & Harassment Protections

Under both Title VII and TCHRA (Tex. Lab. Code § 21.051), employers with 15+ employees may not discriminate in hiring, promotion, pay, or discharge. Age discrimination applies to employers with 20+ employees. Harassment must be severe or pervasive to violate the law, but Fort Worth’s federal courthouse has seen increasing filings for “sex-plus” claims (e.g., discrimination against mothers of young children).

4. Leave & Accommodation Rights

• FMLA: Up to 12 weeks of unpaid, job-protected leave for eligible employees of covered employers (50+ employees within 75 miles).

• ADA accommodations: Reasonable accommodations for qualified disabilities, unless the employer shows undue hardship.

• Pregnancy Discrimination Act: Requires the same treatment for pregnancy-related conditions as for temporary disabilities.

Common Employment Law Violations in Texas

1. Unpaid Overtime & Misclassification

Warehouse associates along Fort Worth’s Trinity River rail lines often work 50-60 hours weekly but receive straight time. Under the FLSA, unless you are a bona fide executive, administrative, or professional employee earning at least $684/week on salary and meeting specific duties tests, you are owed overtime. A two-year statute of limitations applies (three years for willful violations). Liquidated (double) damages may be available.

2. Discrimination in Hiring and Promotion

Despite statewide economic growth, studies filed in Lara v. Carter Burgess, Inc., Case No. 4:21-cv-841 (N.D. Tex.) showed disparities in engineering promotions for Hispanic workers. Discrimination need not be overt; statistical evidence or biased testing can establish liability.

3. Retaliation After Complaints

Retaliation claims outnumber initial discrimination charges in Texas. Under Tex. Lab. Code § 21.055 and 42 U.S.C. § 2000e-3, it is unlawful to discipline, demote, or terminate an employee for opposing discriminatory practices or participating in an EEOC/TWC investigation.

4. Hostile Work Environment

Harassment becomes illegal when it is so severe or pervasive that it alters the terms and conditions of employment. A single epithet can be enough if accompanied by a threat of violence, but most cases involve repeated conduct. Employers can avoid liability only if they exercise reasonable care to prevent and promptly correct harassment—and the plaintiff unreasonably fails to complain (the Ellerth/Faragher defense).

5. Wrongful Termination in Violation of Public Policy

In Fort Worth’s drilling sector, workers who refuse to falsify safety reports have alleged wrongful termination under Sabine Pilot. To prevail, an employee must show: (1) the employer required an illegal act; (2) the employee refused; and (3) was terminated solely for that refusal.

Texas Legal Protections & Employment Laws Explained

1. Texas Commission on Human Rights Act (TCHRA)

TCHRA (Tex. Lab. Code §§ 21.001–21.556) mirrors Title VII but also covers genetic information and extends to all Texas political subdivisions. It incorporates federal precedent, yet claims are filed first with the TWC Civil Rights Division.

2. Title VII of the Civil Rights Act

Title VII (42 U.S.C. § 2000e) protects against race, color, religion, sex, and national-origin discrimination. Recent Supreme Court precedent (Bostock v. Clayton County, 140 S. Ct. 1731 (2020)) confirmed that discrimination based on sexual orientation or gender identity is discrimination “because of sex.”

3. Fair Labor Standards Act

The FLSA (29 U.S.C. §§ 201–219) establishes minimum wage, overtime, child labor, and record-keeping rules. Fort Worth federal court (Northern District of Texas) frequently handles collective actions under 29 U.S.C. § 216(b) for unpaid overtime.

4. Americans with Disabilities Act (ADA)

The ADA (42 U.S.C. § 12101 et seq.) applies to employers with 15+ employees. Employees must be able to perform essential job functions with or without reasonable accommodation. Interactive dialogue is mandatory.

5. Texas Payday Act

Tex. Lab. Code § 61.001 et seq. requires employers to pay wages in full and on time. Claims go through TWC within 180 days of the date wages were due. This remedy is often faster than civil litigation.

6. Statutes of Limitations (Key Deadlines)

• EEOC/TWC discrimination charges: 300 days (EEOC) or 180 days (TWC) from the last discriminatory act.

• FLSA wage claims: 2 years (ordinary) or 3 years (willful).

• Texas Whistleblower Act: 90 days to file suit after employer’s final adverse action.

• Sabine Pilot wrongful discharge: 2-year statute for common-law claims.

Steps to Take After Workplace Violations

1. Document Everything

Keep written records: dates, times, names, copies of pay stubs, and screenshots of harassing messages. Under the National Labor Relations Act, concerted activity—discussing wages with co-workers—is protected even in non-union environments.

2. Follow Internal Complaint Procedures

Most employer handbooks require reporting discrimination or wage concerns to HR. Prompt complaint can bolster your case and may stop misconduct. Failing to use internal remedies can limit damages under Ellerth/Faragher.

3. File a TWC or EEOC Charge

• Contact the TWC Civil Rights Division within 180 days. Fort Worth residents can visit Workforce Solutions for Tarrant County at 1300 Circle Dr., Fort Worth, TX 76119, or file online.

• The TWC dual-files with the EEOC, preserving federal claims.

• You will receive an employer position statement and may participate in voluntary mediation.

• If no resolution, request a Right-to-Sue letter (mandatory before filing suit under Title VII, ADA, ADEA, or TCHRA).

4. Wage Claims through the U.S. Department of Labor (DOL)

You may file an FLSA complaint with the DOL Wage and Hour Division or pursue a private lawsuit. Collective actions allow similarly situated workers to opt-in.

5. Determine Remedy & Relief

• Back pay and front pay

• Reinstatement (often impractical but requested)

• Compensatory and punitive damages (caps vary by employer size under 42 U.S.C. § 1981a)

• Liquidated damages (double back wages) under FLSA

• Attorney’s fees and costs

When to Seek Legal Help in Texas

While some administrative complaints can be handled pro se, complex retaliation timelines and evidentiary burdens justify consulting an employment lawyer fort worth texas as early as possible. A lawyer can:

• Calculate precise filing deadlines to prevent dismissal on limitations grounds.

• Draft persuasive position-statements rebutting employer defenses.

• Negotiate severance agreements that waive claims only for fair compensation.

• File suit in Tarrant County district court or the Northern District of Texas federal court and conduct discovery.

Texas attorney licensing: Attorneys must be licensed by the State Bar of Texas and remain in good standing. Board Certification in Labor and Employment Law (Texas Board of Legal Specialization) denotes additional expertise but is not mandatory.

Local Resources & Next Steps

Texas Workforce Commission – Employee Rights & Laws EEOC Dallas District Office – How to File a Charge Texas Labor Code Chapter 21 (TCHRA) U.S. Department of Labor – FLSA Overview

Additional local help:

• Workforce Solutions for Tarrant County: 817-413-4000

• Tarrant County Bar Association Lawyer Referral: 817-336-4101

• Federal Courthouse (Northern District of Texas – Fort Worth Division): 501 W. 10th St., Fort Worth, TX 76102

Legal Disclaimer

This guide provides general information for educational purposes only and does not constitute legal advice. Employment law is complex; you should consult a licensed Texas attorney about 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.