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Employment Law Guide for Workers in Flower Mound, Texas

8/20/2025 | 1 min read

Introduction: Why Flower Mound Workers Need to Understand Texas Employment Law

Flower Mound, Texas is a fast-growing suburb in Denton and Tarrant Counties, home to roughly 80,000 residents and a diverse workforce employed by healthcare facilities such as Texas Health Presbyterian Hospital Flower Mound, logistics companies serving Dallas–Fort Worth International Airport, and technology firms clustered along State Highway 121. Whether you clock in at a distribution center on Lakeside Parkway, serve customers at the Shops at Lakeside, or telecommute for a Fortune 500 headquartered in nearby Irving, you are still protected by both Texas employment law and federal statutes. Understanding those rights is essential—especially in an at-will state where your job can be terminated for almost any lawful reason. This guide equips Flower Mound employees with evidence-based information, practical timelines, and local resources so you can act decisively if you experience discrimination, unpaid wages, or wrongful termination.

1. Understanding Your Employment Rights in Texas

1.1 Texas At-Will Doctrine—And Its Exceptions

Texas follows the at-will employment doctrine, meaning an employer may terminate an employee at any time for any reason that is not illegal, or for no stated reason at all. (See Matagorda County Hosp. Dist. v. Burwell, 189 S.W.3d 738 (Tex. 2006).) However, the doctrine has critical exceptions:

  • Statutory discrimination/retaliation: You cannot be fired for a reason prohibited by Title VII of the Civil Rights Act, the Age Discrimination in Employment Act (ADEA), the Americans with Disabilities Act (ADA), or the Texas Commission on Human Rights Act (Tex. Labor Code § 21.051).

  • Refusal to commit an illegal act: The Sabine Pilot exception bars employers from terminating an employee solely for refusing to perform an illegal act. (Sabine Pilot Serv., Inc. v. Hauck, 687 S.W.2d 733 (Tex. 1985).)

  • Public policy & workers’ compensation: Terminating an employee for filing a workers’ compensation claim violates Tex. Labor Code § 451.001.

  • Employment contracts and collective bargaining agreements: Written contracts specifying termination conditions override at-will status.

1.2 Core Federal and State Protections for Flower Mound Workers

  • Texas Labor Code Chapter 21 (Texas Commission on Human Rights Act, TCHRA) mirrors federal civil rights laws and applies to employers with 15+ employees. It protects against discrimination based on race, color, religion, sex (including pregnancy, sexual orientation, gender identity), national origin, age (40+), disability, and genetic information.

  • Fair Labor Standards Act (FLSA) sets the federal minimum wage ($7.25/hour) and overtime (1.5× regular rate for hours over 40 in a workweek). Texas has not adopted a higher state minimum wage, so the FLSA figure controls.

  • Family and Medical Leave Act (FMLA): Eligible employees of covered employers may take up to 12 weeks of unpaid, job-protected leave for specified family and medical reasons.

  • Uniformed Services Employment and Reemployment Rights Act (USERRA) protects members of the Armed Forces Reserves or National Guard.

Because many Flower Mound residents commute to jobs across county lines, these protections apply even if your employer’s headquarters sits outside Flower Mound—as long as you work in Texas.

2. Common Employment Law Violations in Texas

2.1 Wage and Hour Violations

Unpaid overtime and misclassification are widespread issues reported to the U.S. Department of Labor’s Wage and Hour Division. Examples include:

  • Labeling hourly warehouse pickers as “independent contractors.”

  • Auto-deducting 30-minute meal breaks even when employees work through lunch.

  • Failing to count pre-shift security screenings at logistics facilities as compensable time.

Under FLSA, affected employees can recover back wages plus an equal amount in liquidated damages, generally covering the prior two years (three if the violation was willful).

2.2 Discrimination and Harassment

Charges filed with the EEOC Dallas District Office (which covers Flower Mound) show persistent allegations of:

  • Sexual harassment in small professional offices where no HR department exists.

  • Age discrimination after layoffs in technology and health-care administration positions.

  • Disability discrimination when employers fail to accommodate remote-work or modified schedules—even after COVID-19 demonstrated such accommodations are feasible.

Both EEOC and TWC-CRD investigate these claims under Title VII and TCHRA respectively.

2.3 Retaliation

Retaliation for reporting discrimination, wage theft, or unsafe conditions remains the most frequently cited EEOC charge nationally and in Texas. Retaliatory acts include discipline, demotion, or transfer to undesirable shifts after a worker engages in a protected activity.

2.4 Wrongful Termination

Because Texas is at-will, not every firing is illegal. A termination becomes “wrongful” only when it violates a statute or public policy. For Flower Mound employees, common wrongful dismissal scenarios include:

  • Termination within weeks of announcing pregnancy.

  • Firing a paramedic for refusing to falsify patient records.

  • Layoffs targeting older sales staff over age 50 because of “culture fit.”

2.5 Breach of Employment Contract

Professionals in Flower Mound’s burgeoning medical and tech sectors often sign contracts promising severance or non-termination except for “cause.” Breaching those terms opens employers to damages claims, attorney’s fees, and, when arbitration clauses exist, compelled ADR proceedings.

3. Texas Legal Protections & Employment Laws

3.1 Key Texas Statutes

  • Tex. Labor Code § 61 (Texas Payday Law): Requires timely wage payment; employees must file a wage claim with the Texas Workforce Commission (TWC) within 180 days of the date wages were due.

  • Tex. Labor Code § 451: Prohibits retaliation for filing a workers’ compensation claim; lawsuit must be filed within two years of the adverse action.

  • Tex. Labor Code § 21.128: Allows compensatory and punitive damages for intentional discrimination, with caps based on employer size.

3.2 Federal Statutes Commonly Invoked in Texas Courts

  • Title VII of the Civil Rights Act of 1964: Requires filing an EEOC charge within 300 days in Texas (a deferral state) before suing in federal court.

  • Family & Medical Leave Act (29 U.S.C. § 2617): Two-year statute of limitations (three for willful violations).

  • Fair Labor Standards Act (29 U.S.C. § 255): Two-year limit, three if willful.

3.3 Damage Caps and Remedies

Under TCHRA and Title VII, combined compensatory and punitive damages are capped per employer size—from $50,000 for 15–100 employees up to $300,000 for 500+ employees. Lost wages, front pay, and attorney’s fees are not capped. FLSA and Texas Payday Law allow liquidated damages equal to unpaid wages. Retaliation claims may permit uncapped punitive damages under 42 U.S.C. § 1981 for race discrimination.

3.4 Attorney Licensing and Fee Shifting

Any lawyer who represents you in Texas state court must be licensed by the State Bar of Texas. In many employment statutes (e.g., TCHRA § 21.259, FLSA § 216 b), prevailing employees may recover reasonable attorney’s fees, making it easier to hire counsel on a contingency basis.

4. Steps to Take After Workplace Violations

4.1 Document Everything

Immediately create a timeline summarizing key events: dates, witnesses, and copies of emails or text messages. Texas courts often dismiss claims lacking contemporaneous evidence.

4.2 Report Internally

Many statutes require or encourage internal complaints. Follow the grievance procedure in your employee handbook. Keep a copy of the complaint submission. This helps prove you engaged in protected activity if retaliation arises.

4.3 File Administrative Charges Timely

  • EEOC/TWC-CRD Discrimination Charges: File within 300 days (EEOC) or 180 days (TWC-CRD) of the unlawful act. Flower Mound residents usually file with the EEOC Dallas District Office or online.

  • Texas Payday Law Claim: Submit the wage claim form to TWC within 180 days of when wages were originally due.

  • OSHA Safety Complaint: Must be filed within 30 days for retaliation.

Missing these deadlines can permanently bar your claim.

4.4 Preserve Electronic Evidence

Before leaving the workplace, save personal copies of pay stubs, performance reviews, and policy manuals. Do not take proprietary data. Under Texas Penal Code § 31.05, misappropriating trade secrets can be a felony.

4.5 Consult an Employment Lawyer Early

Early legal advice can pinpoint which claims survive at-will termination and meet filing deadlines. Many attorneys offer free consultations and operate on contingency, meaning no fee unless you win.

5. When to Seek Legal Help in Texas

5.1 Red Flags Indicating Immediate Counsel Is Needed

  • You received a severance agreement with a short deadline and a broad release of claims.

  • You suspect the company is about to declare bankruptcy or shut down, jeopardizing wage recovery.

  • You were fired days after complaining about discrimination, safety issues, or unpaid wages.

  • Human Resources asks you to sit for a deposition or sign a non-competition agreement you never saw before.

5.2 How Contingency Fees Work

Most plaintiff-side employment lawyers in Texas charge 30–40% of any recovery plus litigation costs advanced by the firm. Under fee-shifting provisions, the employer often pays separate statutory attorney’s fees, which may reduce the percentage owed from the worker’s share.

5.3 Choosing the Right Employment Lawyer in Flower Mound

Seek a lawyer who:

  • Is Board Certified in Labor and Employment Law by the Texas Board of Legal Specialization (optional but valuable).

  • Has handled cases in the Dallas Division of the Northern District of Texas or Denton County courts.

  • Offers transparent fee agreements and detailed litigation strategies.

6. Local Resources & Next Steps

6.1 Government Agencies Serving Flower Mound

Texas Workforce Commission (TWC): Wage claims, unemployment benefits, and discrimination charges (TWC-CRD). U.S. Equal Employment Opportunity Commission (EEOC) Dallas District Office: 207 S. Houston, Dallas, TX 75202.

  • Workforce Solutions for North Central Texas – Lewisville Office: 1300 A W. Main St., Lewisville, TX 75067 (nearest state-funded job center).

6.2 Flower Mound Community & Non-Profit Help

  • Legal Aid of Northwest Texas – Denton Office: Provides free or low-cost advice in qualifying cases.

  • Denton County Bar Association Lawyer Referral Service.

  • Texas RioGrande Legal Aid online resources for survivors of domestic violence dealing with employment issues.

6.3 Preparing for Your Consultation

Before calling an employment lawyer flower mound texas residents should:

  • Gather all relevant documents (offer letters, pay records, performance reviews, emails).

  • Write a concise timeline—dates, people involved, what happened.

  • Know key dates: last discriminatory act, termination date, and when you filed internal complaints.

  • List your goals: reinstatement, monetary damages, policy changes.

7. Statute of Limitations Quick-Reference Table

  • Title VII / ADA / ADEA (federal): 300 days to file EEOC charge; 90 days to sue after Right-to-Sue letter.

  • TCHRA (state): 180 days to file with TWC-CRD; 60 days to sue after notice of right to file civil action.

  • FLSA Overtime/Minimum Wage: 2 years (3 if willful).

  • Texas Payday Law: 180 days with TWC.

  • Workers’ Compensation Retaliation: 2 years from adverse action.

  • Sabine Pilot Wrongful Termination: 2 years.

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.

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