Employment Law Guide for Workers in San Angelo, Texas

Introduction: Why Employment Law Matters in San Angelo, Texas

When you search for an employment lawyer San Angelo Texas residents can trust, you are probably facing a serious workplace problem—unpaid overtime, workplace discrimination, or even sudden termination. San Angelo’s economy is powered by diverse industries such as oil and gas services, agriculture and ranching, healthcare, education, and the nearby Goodfellow Air Force Base. These sectors employ thousands of local workers, each of whom is protected by federal statutes like the Fair Labor Standards Act (FLSA) and Title VII of the Civil Rights Act, as well as state laws found in the Texas Labor Code. Yet, Texas remains an at-will employment state, meaning an employer can terminate a worker for any lawful reason or no reason at all—unless that decision violates a statute, public policy, or an employment contract.

This detailed guide slightly favors the employee while remaining strictly factual and rooted in authoritative sources—giving San Angelo workers the knowledge they need to protect their rights, meet deadlines, and determine when to seek experienced legal help.

Understanding Your Employment Rights in Texas

Texas At-Will Employment Doctrine

Texas follows the at-will doctrine codified through common law and unchanged by the Texas Labor Code. In simple terms, employers may terminate or change job conditions without cause, provided they do not violate specific statutory exceptions. Employees can likewise resign at any time. Key exceptions include:

• Statutory Protections: Title VII (42 U.S.C. § 2000e), the Age Discrimination in Employment Act (29 U.S.C. § 621-634), the Americans with Disabilities Act (42 U.S.C. § 12101-12213), and the Texas Commission on Human Rights Act (TCHRA, Tex. Labor Code §§ 21.001-21.556).

• Public Policy Tort (Sabine Pilot Exception): Recognized by the Texas Supreme Court in Sabine Pilot Serv., Inc. v. Hauck, 687 S.W.2d 733 (Tex. 1985), which prevents firing an employee for refusing to perform an illegal act.

• Contractual Agreements: Written employment contracts or collective bargaining agreements supersede at-will status.

Key Federal and Texas Statutes Protecting Workers

• Fair Labor Standards Act (FLSA): Establishes minimum wage, overtime, and record-keeping rules (29 U.S.C. § 201 et seq.).

• Title VII of the Civil Rights Act: Prohibits employment discrimination based on race, color, religion, sex, or national origin (42 U.S.C. § 2000e-2).

• Texas Labor Code Chapter 21 (TCHRA): Mirrors Title VII protections and expands coverage to Texas employers with at least 15 employees.

• Family and Medical Leave Act (FMLA): Provides up to 12 weeks of unpaid, job-protected leave (29 U.S.C. § 2601 et seq.).

• Texas Payday Law (Tex. Labor Code §§ 61.001-61.095): Requires timely payment of wages and authorizes complaints through the Texas Workforce Commission (TWC).

Common Employment Law Violations in Texas

Wage and Hour Issues

Across Tom Green County, wage disputes frequently arise in oilfield service crews, restaurant servers, and home-health aides. Typical violations include:

• Misclassifying employees as independent contractors to avoid overtime premiums.

• Failing to pay overtime (1.5× regular rate) for hours over 40 in a workweek as required by FLSA.

• Illegal tip pooling or deductions lowering wages beneath the federal or Texas minimum wage ($7.25/hour).

Discrimination and Harassment

Under Title VII and TCHRA, San Angelo employers are prohibited from making adverse decisions—hiring, firing, promotion, compensation—based on protected characteristics. Harassment is unlawful when it becomes severe or pervasive enough to create a hostile work environment. Notable examples include:

• Sexual comments toward nurses at Shannon Medical Center.

• National origin slurs targeting oilfield workers from Mexico.

An employer is strictly liable for supervisor harassment resulting in a tangible employment action and may also be liable for co-worker misconduct if the employer knew or should have known and failed to act.

Retaliation

Retaliation is the most frequently alleged claim in EEOC filings nationwide. Both Title VII and TCHRA forbid employers from punishing workers for engaging in protected activities such as filing a discrimination charge or participating in an investigation.

Wrongful Termination

Because Texas is at-will, "wrongful termination" exists only if the discharge violates a statute or public policy. Common grounds include:

• Termination for jury duty attendance (Tex. Civ. Prac. & Rem. Code § 122.001).

• Termination after workers’ compensation claims (Tex. Labor Code § 451.001).

• Termination for refusing illegal orders (Sabine Pilot exception).

Texas Legal Protections & Employment Laws

Statutes of Limitations

Missing a filing deadline usually kills a claim. Key cut-offs:

• TWC/EEOC Discrimination Charge: 180 days from the adverse action to file with TWC or the EEOC (29 C.F.R. § 1601.13). Texas extends to 300 days if the charge is dual-filed with the EEOC and covered by federal law.

• Texas Payday Law Claim: 180 days from due date of wages (Tex. Labor Code § 61.051).

• FLSA Lawsuit: 2 years (3 for willful violations) from last unpaid wages (29 U.S.C. § 255).

• Sabine Pilot Wrongful Discharge: 2 years (Tex. Civ. Prac. & Rem. Code § 16.003).

• Workers’ Compensation Retaliation: 2 years (Tex. Labor Code § 451.003).

Filing a Charge with the EEOC or TWC

• Initiate Intake: Submit an online inquiry or walk into the EEOC Dallas District Office or the TWC Civil Rights Division in Austin.

• Dual Filing: Texas is a “deferral state,” so the agencies automatically cross-file to preserve federal and state rights.

• Mediation Option: Either agency may offer mediation at no cost. Participation is voluntary but can resolve disputes quickly.

• Investigative Process: The agency collects evidence, interviews witnesses, and requests documents.

• Notice of Right to Sue: If no settlement, the EEOC issues a Notice enabling you to file suit within 90 days in federal court. Under TCHRA, you must wait 60 days from filing before suing in state court (Tex. Labor Code § 21.256).

Texas Workforce Commission & Payday Law

The TWC’s Labor Law Section in Austin handles wage claims under the Texas Payday Law. Employees file a wage claim form detailing dates, hours, and unpaid amounts. The TWC investigates and can order payment plus penalties. Unpaid wages can include commissions and promised bonuses.

Occupational Safety

Employees working in agriculture and oilfields near San Angelo may encounter unique hazards. The Occupational Safety and Health Act (OSHA) applies, and whistleblower protections exist for reporting unsafe conditions (29 U.S.C. § 660(c)).

Steps to Take After Workplace Violations

Document Everything Keep copies of pay stubs, schedules, personnel policies, emails, text messages, and any witness names. Texas courts value contemporaneous documentation. Follow Internal Policy Report discrimination or wage concerns through the employer’s HR channels. Under Burlington Industries v. Ellerth, 524 U.S. 742 (1998), failure to use internal remedies can limit damages. File Timely Agency Complaints Meet the 180-day clock for EEOC/TWC or wage claims with TWC. Seek Medical and Psychological Care In harassment cases causing anxiety or depression, treatment records substantiate damages. Consult a Licensed Texas Attorney Legal counsel clarifies options, preserves evidence, and manages deadlines.

When to Seek Legal Help in Texas

An experienced lawyer can assess whether facts satisfy statutory elements. You should consult counsel when:

• You are about to sign a severance or non-compete agreement.

• The employer has retaliated after you reported harassment.

• You face misclassification or unpaid overtime exceeding $1,000.

• You need to file in federal court, where pro se litigants rarely succeed.

Texas attorneys must be licensed by the State Bar of Texas. Verify disciplinary history through the Bar’s public lookup.

Local Resources & Next Steps

• Workforce Solutions of the Concho Valley: 202 Henry O. Flipper St., San Angelo, TX 76903 — assists with job placement and unemployment claims.

• San Angelo EEOC Outreach: The EEOC Dallas District covers Tom Green County; periodic mobile intake in San Angelo may be scheduled.

• Tom Green County Law Library: 113 W. Beauregard Ave., allows public access to Texas statutes and federal regulations.

• U.S. District Court, Northern District of Texas (San Angelo Division): 33 E. Twohig Ave. — where many federal employment cases for local residents are filed.

Additional authoritative resources:

Texas Commission on Human Rights Act (Tex. Labor Code Chapter 21) EEOC Fact Sheets on Discrimination U.S. Department of Labor FLSA Overview Texas Workforce Commission Employee Rights

Legal Disclaimer

This information is provided for educational purposes only and does not constitute legal advice. Employment laws are complex; always consult a licensed Texas employment 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.