Employment Law Guide for Workers in Garland, Texas

Introduction: Employment Law in Garland, Texas

Whether you clock in at one of Garland’s manufacturing plants along Forest Lane, answer phones for a telecom start-up near the President George Bush Turnpike, or serve customers at Firewheel Town Center, you are protected by a complex framework of state and federal employment laws. Garland’s workforce—more than 120,000 strong according to Texas Workforce Commission data—reflects the broader Dallas–Fort Worth economy: advanced manufacturing, logistics, health care, and an expanding technology corridor. With that growth comes a rising volume of wage, discrimination, and wrongful-termination claims. This comprehensive guide is designed to help Garland workers understand texas employment law, recognize illegal workplace conduct, and take timely, effective action. Because Texas is generally considered employer-friendly, this article slightly favors employee perspectives while remaining strictly factual.

Primary statutes discussed: Texas Labor Code Chapter 21 (Texas Commission on Human Rights Act), Texas Labor Code Chapter 451 (Workers’ Compensation retaliation), Texas Payday Law, the Fair Labor Standards Act (29 U.S.C. §201 et seq.), Title VII of the Civil Rights Act of 1964, the Americans with Disabilities Act (ADA), and the Family and Medical Leave Act (FMLA).

Understanding Your Employment Rights in Texas

1. At-Will Employment—And Its Exceptions

Texas follows the at-will doctrine: an employer may terminate an employee for any reason or no reason at all, unless the termination violates a statutory or common-law exception. Key exceptions include:

• Discrimination and retaliation: Terminations motivated by protected characteristics (race, color, religion, sex—including pregnancy and LGBTQ status—national origin, age 40+, disability, or genetic information) violate Title VII, the ADA, the Age Discrimination in Employment Act (ADEA), and Texas Labor Code §21.051.

• Public-policy exception: Firing an employee for refusing to perform an illegal act or for complying with a legal duty (e.g., jury service) is prohibited under Sabine Pilot Service, Inc. v. Hauck, 687 S.W.2d 733 (Tex. 1985).

• Contractual guarantees: Employees with individual contracts, collective-bargaining agreements, or employer handbooks that create enforceable promises may only be terminated per those terms.

• Workers’ compensation retaliation: Texas Labor Code §451.001 bars discharge or discrimination because an employee filed a workers’ compensation claim or hired a lawyer.

2. Wage and Hour Protections

The federal Fair Labor Standards Act (FLSA) and Texas Payday Law safeguard your right to be paid for every hour worked:

• Minimum wage: $7.25/hour (Texas follows the federal rate).

• Overtime: Non-exempt employees must receive 1.5× their regular rate for hours worked over 40 in a workweek.

• Timing of paychecks: Hourly employees must be paid at least twice per month under Texas Labor Code §61.011.

• Final pay: If you quit, the employer must pay all wages no later than the next scheduled payday; if fired, within six calendar days.

3. Anti-Discrimination and Harassment Protections

The Texas Commission on Human Rights Act (TCHRA) mirrors federal protections and often applies to employers with at least 15 employees (fewer for certain claims). Illegal harassment becomes actionable when it creates a hostile work environment—severe or pervasive conduct a reasonable person would find intimidating or abusive.

4. Protected Leave

The Family and Medical Leave Act (FMLA) grants up to 12 weeks of unpaid, job-protected leave for serious health conditions, childbirth, or certain military-related events. To be eligible, you must work for a covered employer (50+ employees within 75 miles) and have logged 1,250 hours in the preceding 12 months.

Common Employment Law Violations in Texas

1. Wage Theft and Misclassification

Wage theft costs Texas workers millions annually. Common tactics include:

• Off-the-clock work: Requiring tasks before or after shifts without pay.

• Tip credit abuse: Failing to make up the difference when tips plus cash wage do not reach $7.25.

• Misclassification: Labeling employees as independent contractors to avoid overtime and tax obligations. The Fifth Circuit uses the “economic realities” test to analyze such claims (Hobbs v. Petroplex Pipe & Construction, Inc., 946 F.3d 824 (5th Cir. 2020)).

2. Discrimination and Harassment

Despite existing laws, Garland workers continue to report discrimination based on age, race, pregnancy, disability, and sexual orientation. Harassment may include unwelcome jokes, slurs, or physical contact. Employers have an obligation to stop conduct once they know or should have known about it.

3. Retaliation

Retaliation is the most frequently alleged basis in EEOC charges nationwide. Texas Labor Code §21.055 prohibits adverse actions against employees who oppose discriminatory practices, file charges, or participate in investigations.

4. Wrongful Termination After Workers’ Compensation Claims

Under Texas Labor Code §451.001, firing an employee for pursuing workers’ compensation benefits can lead to reinstatement, back pay, and exemplary damages.

5. Denial of Reasonable Accommodation

The ADA and Texas Labor Code Chapter 21 require employers to provide reasonable accommodations to qualified employees with disabilities unless doing so causes undue hardship.

Texas Legal Protections & Employment Laws

1. Texas Labor Code Chapter 21 (TCHRA)

Administered by the Texas Workforce Commission (TWC) Civil Rights Division, the TCHRA prohibits discrimination and retaliation by employers with 15+ employees and mirrors federal law in many respects. A timely administrative charge (180 days) is required before going to court.

2. Texas Payday Law

Texas Labor Code Chapter 61 allows employees to file a wage claim with the TWC within 180 days of the date the wages became due. Remedies include wages owed, penalties, and in some cases attorney’s fees.

3. Fair Labor Standards Act (FLSA)

The FLSA sets nationwide minimum wage and overtime standards. Employees may bring a collective action in federal court within two years (three if the violation is “willful”). Liquidated damages equal to unpaid wages are common.

4. Whistleblower Protections

Public-sector employees in Garland ISD or the City of Garland are covered by the Texas Whistleblower Act (Gov’t Code §554), which protects reporting of violations to appropriate law-enforcement authorities.

5. Occupational Safety Laws

While Texas does not have its own OSHA plan, private-sector workplaces are governed by federal OSHA. Employees can file safety complaints within 30 days of retaliation.

Statutes of Limitations and Critical Deadlines

• TCHRA discrimination or retaliation: 180 days to file with TWC/EEOC (filing with one satisfies both due to a work-sharing agreement).

• Title VII, ADA, ADEA, GINA: 300 days to file an EEOC charge in Texas because it is a deferral state.

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

• Texas Payday wage claims: 180 days to file with TWC.

• Workers’ Compensation retaliation: 2 years from the date of discharge.

Steps to Take After Workplace Violations

1. Document Everything

Keep copies of pay stubs, schedules, emails, text messages, witness names, and any relevant policies. In wage cases, your personal records may shift the burden of proof to the employer under Anderson v. Mt. Clemens Pottery Co., 328 U.S. 680 (1946).

2. Follow Internal Procedures

Most courts expect employees to use an employer’s grievance mechanism first—particularly for harassment claims (Burlington Indus., Inc. v. Ellerth, 524 U.S. 742 (1998)). Put complaints in writing and keep a copy.

3. File Agency Charges Promptly

• Discrimination & Retaliation: File with TWC Civil Rights Division or EEOC Dallas District Office (207 S. Houston Street, Dallas, TX 75202) within statutory deadlines. Phone: 1-800-669-4000.

• Wage Claims: Submit a Texas Payday Claim through TWC’s online portal or by mail; or file a federal Department of Labor Wage-Hour complaint.

• OSHA Safety Complaints: File within 30 days of the retaliatory action.

4. Evaluate Settlement Offers Carefully

Employers often propose severance agreements containing broad releases and confidentiality clauses. Under the Older Workers Benefit Protection Act (OWBPA), employees 40+ must get 21 days to review and 7 days to revoke a release of age-discrimination claims.

5. Preserve Evidence for Litigation

Once an EEOC charge is filed, both sides have a duty to preserve relevant evidence. Deleting emails or factory-line video footage can lead to spoliation sanctions.

When to Seek Legal Help in Texas

Not every workplace dispute requires a lawsuit, but certain red flags justify calling an employment lawyer garland texas:

• Termination soon after reporting wrongdoing, requesting leave, or filing a workers’ compensation claim.

• Systemic underpayment of wages or off-the-clock mandates affecting multiple employees.

• Severe harassment that management ignores.

• Any settlement document you do not fully understand.

Texas attorneys must be licensed by the State Bar of Texas. Employment lawyers often work on contingency in wage and discrimination cases, meaning no fee unless you recover. Under Texas Disciplinary Rules of Professional Conduct 1.04, contingency fees must be in writing and signed by the client.

Local Resources & Next Steps

• Texas Workforce Commission—Garland Workforce Center: 217 N. Tenth Street, Garland, TX 75040. Offers job-search help and wage-claim forms.

• Workforce Solutions Greater Dallas—Garland: Provides re-employment services and training vouchers.

EEOC Dallas District Office: 207 S. Houston Street, Dallas, TX 75202. Handles intake for Garland residents (EEOC Dallas District Office).

• Legal Aid of NorthWest Texas (Dallas Office): 1515 Main Street, Dallas, TX 75201. Free civil legal services for qualifying low-income workers.

• Occupational Safety and Health Administration—Dallas Area Office: 1100 Commerce Street, Room 302, Dallas, TX 75242.

Authoritative Statutes & Guidance Online

Texas Labor Code Chapter 21 Texas Payday Law U.S. Department of Labor FLSA Overview

Disclaimer: This guide is provided for informational purposes only and does not constitute legal advice. Laws change, and individual facts matter. Consult a licensed Texas employment attorney for guidance specific to 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.