Employment Law Guide for Garland, Texas Workers

Introduction: Why Employment Law Matters for Garland Workers

Garland, Texas—home to nearly 250,000 residents and part of the bustling Dallas–Fort Worth metroplex—hosts a diverse labor market that ranges from large manufacturers like Kraft Heinz and Sherwin-Williams to growing technology, healthcare, and logistics firms clustered along Interstate 635. Whether you clock in at a Lake Ray Hubbard service shop, a warehouse on Jupiter Road, or a telecom start-up off North Garland Avenue, you are protected by a web of state and federal laws that set baseline standards for wages, safety, and fair treatment. This guide highlights the rules most relevant to Garland employees, explains how to recognize common violations, and outlines concrete steps—administrative and legal—you can take if your rights are infringed.

While Texas is an “at-will” employment state, meaning an employer may generally terminate a worker for any lawful reason or no reason at all, the doctrine has important exceptions grounded in the Texas Labor Code, Title VII of the Civil Rights Act of 1964, the Fair Labor Standards Act (FLSA), and other statutes. Understanding these exceptions is critical if you suspect wrongful termination or discrimination. The information below slightly favors the employee perspective, but it remains strictly factual and sourced from authoritative materials such as the Texas Commission on Human Rights Act (TCHRA), Chapters 20 and 21 of the Texas Labor Code, and the U.S. Equal Employment Opportunity Commission (EEOC).

1. Understanding Your Employment Rights in Texas

1.1 At-Will Employment—And Its Limits

Texas follows the at-will rule by default. Yet employers may not discharge workers for reasons prohibited by law. Termination is unlawful if motivated, even partly, by an employee’s:

• Race, color, religion, sex (including pregnancy, sexual orientation, and gender identity), or national origin—protected by Title VII and Texas Labor Code § 21.051.

• Age (40 or older) under the Age Discrimination in Employment Act and Texas Labor Code § 21.101.

• Disability under the Americans with Disabilities Act (ADA) and Texas Labor Code § 21.105.

• Military status, genetic information, citizenship status, or for filing a workers’ compensation claim (Tex. Lab. Code § 451.001).

Texas courts also recognize a limited Sabine Pilot public-policy exception: an employee fired solely for refusing to perform an illegal act may sue for wrongful discharge (Sabine Pilot Service, Inc. v. Hauck, 687 S.W.2d 733 (Tex. 1985)).

1.2 Minimum Wage and Overtime Basics

The FLSA sets the federal minimum wage at $7.25 per hour. Texas adopts this rate through Texas Labor Code § 62.051. Garland employers must also pay overtime—1.5 times regular hourly pay—for hours worked beyond 40 in a workweek unless a specific exemption applies (29 U.S.C. § 207(a)). Tipped employees must earn at least $2.13 an hour in direct wages, but tips plus cash wages must equal the $7.25 minimum.

1.3 Anti-Retaliation Protections

Retaliation for asserting legal rights is prohibited. For example, Title VII (42 U.S.C. § 2000e-3) and Texas Labor Code § 21.055 forbid adverse actions against an employee who files a discrimination charge, participates in an investigation, or opposes unlawful practices.

2. Common Employment Law Violations in Garland

2.1 Wage and Hour Violations

In manufacturing corridors along Forest Lane and North First Street, many employees work long shifts. Common wage errors include:

• Automatic meal-break deductions when employees work through lunch.

• Mislabeling hourly staff as “independent contractors.”

• Failing to pay overtime to crew leaders or assistant managers misclassified as “exempt.”

Under the FLSA, employees may recover unpaid wages, plus “liquidated damages” equal to the amount owed, and attorneys’ fees (29 U.S.C. § 216(b)). The statute of limitations is two years, or three years for willful violations.

2.2 Discrimination and Harassment

EEOC charge statistics show retaliation and sex discrimination are leading claims in Texas. In Garland, workers report unequal promotion practices at industrial plants and hostile comments in office settings. Unwelcome conduct is illegal if it is severe or pervasive enough to create a hostile work environment.

2.3 Wrongful Termination

Because at-will employment is often misunderstood, wrongful termination cases arise when workers are fired for taking protected FMLA leave, requesting ADA accommodations, or refusing to submit falsified safety records to regulatory agencies.

2.4 Workplace Safety Violations

Federal OSHA standards apply to Texas employers. Common violations in Garland warehouses include lack of machine guarding and failure to provide fall-protection equipment.

3. Texas Legal Protections & Key Employment Laws

3.1 Texas Labor Code Highlights

• Chapter 61—Texas Payday Law: Administered by the Texas Workforce Commission (TWC), this chapter requires timely payment of wages and allows employees to file wage claims within 180 days of the due date.

• Chapter 62—Minimum Wage: Mirrors the FLSA rate and includes tip-credit rules.

• Chapter 21—Texas Commission on Human Rights Act (TCHRA): Extends Title VII protections to employers with at least 15 employees and provides for compensatory and punitive damages.

• Chapter 451—Workers’ Compensation Retaliation: Prohibits firing or discrimination for filing or assisting in a workers’ compensation claim. The limitations period is two years.

3.2 Federal Statutes Affecting Garland Employees

• Title VII of the Civil Rights Act of 1964—foundational anti-discrimination law.

• Fair Labor Standards Act (FLSA)—governs minimum wage, overtime, and recordkeeping.

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

• Americans with Disabilities Act (ADA)—requires reasonable accommodations absent undue hardship.

3.3 Statutes of Limitations Quick Reference

• Discrimination (Title VII/TCHRA): 180 days to file with TWC; up to 300 days with EEOC.

• FLSA Wage Claims: 2 years (3 if willful).

• Texas Payday Law: 180 days.

• Workers’ Compensation Retaliation: 2 years from discharge.

• Sabine Pilot wrongful discharge: 2 years.

4. Steps to Take After Workplace Violations

4.1 Document Everything

Immediately record dates, times, witnesses, pay stubs, emails, and text messages. Save copies outside your work computer—cloud storage or a personal email.

4.2 Internal Complaint Procedures

Many employers with Dallas-area headquarters, such as Raytheon and Epiroc Drilling Tools, maintain written policies. Follow them:

• Report the issue to your direct supervisor or HR in writing.

• Retain proof of delivery (email read receipt or certified mail).

• If management fails to act, escalate to corporate ethics hotlines.

4.3 Filing with the Texas Workforce Commission

For discrimination, submit a Charge of Discrimination online or at the Workforce Solutions Greater Dallas—Garland office, 217 N. Tenth Street, Garland TX 75040. The TWC dual-files charges with the EEOC when federal statutes are implicated.

• Deadline: 180 days from the discriminatory act.

• Cost: Free.

• Outcome: You may receive a right-to-sue letter if mediation or investigation does not resolve the claim.

4.4 Filing with the EEOC

Garland residents fall under the Dallas District Office’s jurisdiction. EEOC charges can be submitted through the EEOC Public Portal or in person at 207 S. Houston Street, Dallas TX 75202. You have 300 days for most claims when a state agency like TWC also enforces similar laws.

4.5 Wage Claims with TWC or Federal Court

Unpaid wage claims under $5,000 may be filed with TWC within 180 days. Larger or complex overtime claims typically proceed directly in U.S. District Court for the Northern District of Texas, which has a Dallas Division encompassing Garland.

5. When to Seek Legal Help in Texas

5.1 Complexity of Claims

Some cases—such as systemic discrimination across multiple Garland facilities—require statistical analysis, depositions, and expert witnesses. An employment lawyer Garland Texas practitioners often handle these complexities and can maximize recovery.

5.2 Contingency-Fee Representation

Most plaintiff-side employment attorneys in Texas accept cases on a contingency basis, meaning you owe no fee unless you win compensation. However, you remain responsible for certain court costs unless waived.

5.3 Attorney Licensing Rules

To practice law in Texas courts, an attorney must be licensed by the State Bar of Texas and in good standing under Texas Government Code § 81. Admission to federal court in the Northern District of Texas is obtained by motion after state licensure.

6. Local Resources & Next Steps

6.1 Government Agencies Serving Garland

• Texas Workforce Commission Civil Rights Division – (888) 452-4778.

• EEOC Dallas District Office – (214) 253-2700.

• OSHA Dallas Area Office – (972) 952-1330 for safety complaints.

6.2 Community and Non-Profit Assistance

• Legal Aid of Northwest Texas – Dallas Office: Free or low-cost representation for qualifying low-income workers.

• Workers Defense Project – Dallas: Advocacy and training for construction and low-wage employees.

6.3 Preparing for a Lawyer Consultation

• Collect a timeline of events and key documents.

• List all witnesses with contact information.

• Set realistic goals (reinstatement, back pay, policy changes).

Authoritative External References

Texas Workforce Commission – Discrimination Complaints EEOC Dallas District Office Information U.S. Department of Labor – FLSA Overview Texas Labor Code Chapter 62 – Minimum Wage

Legal Disclaimer: This guide provides general information only and does not constitute legal advice. Employment law is complex, and deadlines are strict. Always 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.