Employment Law Guide for Workers in Richardson, Texas

Introduction: Why Employment Law Matters in Richardson, Texas

Richardson sits at the heart of the Dallas–Fort Worth Telecom Corridor, home to large employers such as State Farm’s regional hub, Raytheon, RealPage, and a thriving network of technology start-ups spun out of the University of Texas at Dallas. Whether you write code near Campbell Road, staff a warehouse along U.S. 75, or teach in the Richardson Independent School District, the odds are high that you work in an at-will employment environment. Texas law generally allows employers to fire employees for any legal reason—or no reason—unless the termination violates state or federal statutes, public policy, or an employment contract.

This comprehensive guide explains the most important workplace protections available to Richardson employees, the strict time limits for asserting your claims, and the local resources you can tap before you contact an employment lawyer in Richardson, Texas. The information below favors clarity and employee empowerment, yet it relies only on verified authorities such as the Texas Labor Code, Title VII of the Civil Rights Act, the Fair Labor Standards Act (FLSA), and official guidance from the Texas Workforce Commission (TWC) and the U.S. Equal Employment Opportunity Commission (EEOC).

Understanding Your Employment Rights in Texas

Texas employees benefit from a framework of federal and state statutes that override the at-will doctrine in specific situations.

Key Federal Protections

• Title VII of the Civil Rights Act of 1964 – Prohibits employment discrimination based on race, color, national origin, sex (including pregnancy, sexual orientation, and gender identity) and religion for employers with 15 + workers.

• Age Discrimination in Employment Act (ADEA) – Protects employees 40 and older from age-based adverse actions in workplaces with 20 + employees.

• Americans with Disabilities Act (ADA) Title I – Requires employers with 15 + employees to provide reasonable accommodations to qualified workers with disabilities.

• Fair Labor Standards Act (FLSA) – Sets federal minimum wage, overtime, child labor, and record-keeping standards.

Texas-Specific Protections

• Texas Commission on Human Rights Act (TCHRA), Texas Labor Code Chapter 21 – Mirrors Title VII, ADA, and ADEA but allows claims in state court once administrative remedies are exhausted.

• Texas Payday Law, Texas Labor Code Chapter 61 – Provides a streamlined process through the TWC to recover unpaid wages.

• Texas Whistleblower Act (for public employees) – Shields state and local government workers who report illegal conduct in good faith.

• Sabine Pilot doctrine – A Texas Supreme Court-created exception to at-will employment that prohibits terminating an employee solely for refusing to perform an illegal act.

Statute of Limitations at a Glance

• Discrimination (EEOC/TWC) – 300 days to file with the EEOC (because Texas is a “deferral” state) or 180 days with the TWC to preserve state claims.

• Texas Payday Law wage claims – 180 days from the date wages became due.

• FLSA unpaid overtime/minimum wage – 2 years (3 years if the violation is willful) to file in federal court.

• Sabine Pilot wrongful termination – 2 years from the date of discharge.

• Retaliation under TCHRA – Same administrative deadlines as discrimination (180/300 days).

Missing these deadlines can permanently bar your claim, so calendar them carefully or consult a licensed attorney early.

Common Employment Law Violations in Texas

1. Wage and Hour Abuse

Richardson’s technology and logistics sectors often rely on salaried “exempt” employees and independent contractors. Misclassification is rampant. Under the FLSA, an employee is entitled to overtime at 1.5 times the regular hourly rate for hours worked beyond 40 in a workweek unless the employer proves an exemption (e.g., executive, administrative, professional). Simply paying a salary does not create an exemption. The Texas Labor Code adopts the federal standard, and courts—including the U.S. District Court for the Northern District of Texas—have repeatedly ordered back pay and liquidated damages where tech firms misclassified developers.

2. Discrimination and Harassment

Despite the state’s booming economy, the EEOC’s Dallas District—which covers Richardson—consistently ranks among the busiest nationwide for discrimination charges involving race, sex, disability, and national origin. Tech start-ups and established defense contractors in Richardson must comply with Title VII and TCHRA, yet workers still report:

• Hostile work environments with racist or misogynistic slurs

• Pregnancy bias, including failure to accommodate doctors’ appointments

• Ageist layoffs targeting workers over 50 during reorganizations

• Unequal pay for similar work despite the Equal Pay Act

3. Retaliation

The EEOC’s 2023 statistics show retaliation is the most common basis for federal discrimination claims. Richardson employees who file internal complaints, seek disability accommodations, or report FLSA violations frequently experience adverse actions like demotion, denial of bonuses, or termination. Retaliation is unlawful even if the original complaint is ultimately unproven, as long as it was made in good faith.

4. Wrongful Termination

Texas is an at-will state, but terminations that violate public policy exceptions—such as the Sabine Pilot rule or Title VII protections—remain actionable. For example, a Richardson warehouse worker fired for refusing to falsify shipping records may have a Sabine Pilot claim.

Texas Legal Protections & Employment Laws Explained

Texas at-Will Doctrine and Its Exceptions

Under long-standing Texas Supreme Court precedent, employers can end employment at any time for any reason not explicitly prohibited by law. However, the doctrine’s broad reach is limited by exceptions:

• Statutory Exceptions – Discrimination statutes (TCHRA, Title VII, ADA) and wage laws (FLSA, Texas Payday Law).

• Public Policy Exception – Sabine Pilot: firing an employee for refusing to commit an illegal act.

• Contractual Limitations – Written employment contracts, collective bargaining agreements, or company policies that imply term limits or progressive discipline.

ADA and Reasonable Accommodation in a Tech Hub

Given Richardson’s white-collar workforce, many accommodations involve ergonomic equipment, flexible schedules, or remote-work arrangements. Employers must engage in an interactive process; blanket denials violate 42 U.S.C. § 12112(b)(5).* Courts examine the employer’s size, cost of accommodation, and available alternatives.

Protections for Undocumented Workers

Even employees without legal immigration status can sue for unpaid wages under the FLSA and Texas Payday Law (see Sure-Tan, Inc. v. NLRB, 467 U.S. 883 (1984)). However, reinstatement and certain remedies may be limited.

Equal Pay and Gender Equity

The Equal Pay Act of 1963 and Title VII prohibit paying different wages to men and women performing substantially equal work. Richardson’s thriving STEM industry shows persistent gender pay gaps, making these claims common.

Steps to Take After Workplace Violations

1. Document Everything

• Keep copies of pay stubs, schedules, offer letters, and performance evaluations.

• Maintain a contemporaneous journal of discriminatory comments, dates, and witnesses.

• Save emails or texts that confirm requests for accommodations and employer responses.

2. Follow Internal Complaint Procedures

Many companies require written complaints to HR or a supervisor before external filings. Doing so can strengthen your retaliation claim if adverse actions follow.

3. File Administrative Charges Timely

• EEOC – File online, by mail, or in person at the Dallas District Office within 300 days of the last discriminatory act.

• TWC (Civil Rights Division) – File within 180 days to preserve TCHRA claims. The TWC and EEOC have a work-sharing agreement, so one filing often satisfies both agencies if indicated.

• TWC Wage Claim – File within 180 days of the date wages were due using Form C-43.

4. Cooperate With Investigations

Provide prompt, truthful responses to agency requests. Retaliation for participating in an investigation is unlawful.

5. Consider Mediation or Settlement

The EEOC and TWC offer voluntary mediation. Settlements can include back pay, reinstatement, policy changes, and attorneys’ fees. Evaluate offers with counsel.

6. File a Lawsuit

If the EEOC issues a Notice of Right to Sue, you have 90 days to file in federal court. Texas state-court discrimination claims must be filed within 60 days after the TWC issues its right-to-sue letter and within two years of the alleged violation. FLSA suits must be filed within two (or three) years.

When to Seek Legal Help in Texas

Self-advocacy is valuable, but certain red flags suggest it is time to consult an employment lawyer in Richardson, Texas:

• You are asked to sign a severance agreement or broad release of claims.

• You have been retaliated against after reporting discrimination or wage issues.

• Your employer labels you an “independent contractor,” yet controls your schedule and work product.

• Significant damages (lost wages, emotional distress, front pay) are at stake.

• The employer refuses to produce payroll records or accuses you of falsifying time sheets.

Only Texas-licensed attorneys in good standing with the State Bar of Texas may represent you in court. Verify licensure through the State Bar’s public directory. Board Certification in Labor & Employment Law by the Texas Board of Legal Specialization is an additional credential but not mandatory.

Local Resources & Next Steps

1. Government Agencies

Texas Workforce Commission – Employee Rights & Laws EEOC Dallas District Office (207 South Houston Street, Dallas, TX 75202) U.S. Department of Labor Wage and Hour Division

2. Local Workforce Development

Workforce Solutions Greater Dallas operates a career center at 3662 W. Campbell Road, Richardson, TX 75080, offering job search assistance and access to TWC materials.

3. Non-Profit Assistance

• Legal Aid of NorthWest Texas (Plano Office) – Free or low-cost legal services for qualifying individuals.

• Dallas Volunteer Attorney Program – Weekly legal clinics.

4. University Clinics

UT Dallas, located in Richardson, occasionally partners with legal clinics focusing on employment discrimination research and outreach. Check the Dean of Students Office for clinic dates.

5. Practical Next Steps

Gather your documents, calendar filing deadlines, and schedule a consultation before signing any employer paperwork. Early legal advice can preserve your leverage.

Legal Disclaimer

This guide provides general information about Texas and federal employment law. It is not legal advice and does not create an attorney-client relationship. Laws change, and your situation may differ. Consult a licensed Texas employment attorney for guidance on your specific facts.

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.