Employment Law Guide for Workers in Temple, Texas

Introduction: Why Temple Workers Need a Texas-Specific Employment Law Guide

Temple, Texas sits at the crossroads of Interstate 35 and U.S. Highway 190, making it a logistics hub for Central Texas. Major employers such as Baylor Scott & White Health, McLane Company, and Wilsonart employ thousands of residents in health care, distribution, and manufacturing. While this economic diversity offers opportunities, it also creates complex workplace issues—from unpaid overtime in distribution centers to disability accommodations in hospital settings. Understanding Texas employment law is essential for Temple employees who want to protect their wages, benefits, and dignity at work.

This guide draws solely from authoritative sources—the Texas Labor Code, Fair Labor Standards Act (FLSA), Title VII of the Civil Rights Act of 1964, Americans with Disabilities Act (ADA), Texas Commission on Human Rights Act (TCHRA), Texas Workforce Commission (TWC) regulations, and binding court decisions. The focus is slightly pro-employee but objective, giving Temple workers actionable steps while acknowledging employer defenses.

Understanding Your Employment Rights in Texas

At-Will Employment—The Default Rule

Texas follows the at-will employment doctrine. Under East Line & R.R.R. Co. v. Scott, 72 Tex. 70 (1888), either the employer or employee may terminate the relationship at any time, for any reason, or for no reason—so long as the reason is not illegal. Key exceptions include:

• Statutory Protections: Title VII, ADA, Age Discrimination in Employment Act (ADEA), and the TCHRA (Texas Labor Code §§ 21.001–21.556) prohibit terminations based on protected characteristics such as race, sex, national origin, religion, disability, or age (40+).

• Public-Policy Exception: Recognized in Sabine Pilot Service, Inc. v. Hauck, 687 S.W.2d 733 (Tex. 1985). An employer may not fire an employee solely for refusing to perform an illegal act.

• Contract Exception: Written employment contracts, including collective bargaining agreements or stock-option plans, can override at-will status.

Core Federal and Texas Rights

• Minimum Wage & Overtime: The FLSA (29 U.S.C. § 201 et seq.) mandates a federal minimum wage of $7.25/hour and overtime (1.5× regular rate) after 40 hours. Texas has adopted the same minimum wage. Certain employees—truck drivers under the Motor Carrier Act, for example—are exempt.

• Discrimination & Harassment Protections: Title VII and the TCHRA mirror each other in barring discrimination based on race, color, religion, sex (including pregnancy and LGBTQ+ status per Bostock v. Clayton Cty., 140 S. Ct. 1731 (2020)), and national origin. Texas Labor Code § 21.051 extends these protections to employers with at least 15 employees.

• Disability Rights: The ADA and Texas Labor Code § 21.128 require reasonable accommodation unless it imposes an undue hardship.

• Paid Leave for Jury Duty & Voting: Texas employers may not retaliate against employees for jury service (Tex. Civ. Prac. & Rem. Code § 122.001) or for taking time to vote (Tex. Elec. Code § 276.004).

• Workplace Safety: OSHA applies nationwide, while Texas Labor Code Chapter 411 contains additional safety rules.

Common Employment Law Violations in Texas

1. Unpaid Overtime in Distribution & Logistics

Temple’s distribution centers, located near I-35, often operate 24/7, leading to shift work that easily exceeds 40 hours. Common pitfalls include automatic meal-break deductions and misclassifying hourly workers as independent contractors. Under FLSA, such misclassifications do not absolve employers from paying overtime.

2. Disability Accommodation Failures in Health Care Settings

Baylor Scott & White employs many nurses and technicians. ADA violations occur when management denies reasonable scheduling changes or adaptive equipment to employees with disabilities, even when accommodation would not disrupt patient care.

3. Pregnancy & Family Responsibilities Discrimination

According to the EEOC, pregnancy discrimination claims have risen statewide. Examples include demoting an expectant mother or refusing light-duty assignments provided to non-pregnant employees with similar restrictions.

4. Retaliation for Whistleblowing

Texas Labor Code Chapter 554 protects public employees who report legal violations, and federal statutes like the Sarbanes-Oxley Act protect private-sector whistleblowers in publicly traded companies. Termination or demotion after filing an internal ethics report may constitute unlawful retaliation.

5. Wage Deductions & Final Paychecks

Under Texas Labor Code § 61.014, an employer may only make deductions authorized in writing or required by law. Final wages for a discharged employee must be paid within six calendar days.

Texas Legal Protections & Employment Laws Explained

Key Statutes Cited

• Texas Labor Code Chapter 21 (TCHRA) – Anti-discrimination and harassment.

• Fair Labor Standards Act (29 U.S.C. § 201 et seq.) – Minimum wage and overtime.

• Family and Medical Leave Act (29 U.S.C. § 2601 et seq.) – Unpaid leave for serious health conditions (50+ employees).

• Uniformed Services Employment and Reemployment Rights Act (USERRA) – Military leave protections.

• Worker Adjustment and Retraining Notification Act (WARN) – 60-day notice for mass layoffs (100+ employees).

Statute of Limitations for Common Claims

• Discrimination (Title VII / ADA / ADEA): File a charge with the TWC Civil Rights Division or EEOC within 180 days of the unlawful act (TCHRA) or 300 days for federal claims. You must obtain a Right-to-Sue letter before filing in court.

• Wage & Hour (FLSA): Two-year limitations period; three years for willful violations.

• Sabine Pilot Wrongful Termination: Two years.

• Retaliation under TCHRA: Same windows as discrimination claims.

How to File a Charge in Texas

Dual-File with TWC & EEOC Both agencies share a work-sharing agreement, so filing with one satisfies deadlines for both.

• Submit Form 5 (EEOC) or CRD-100 (TWC) online, by mail, or in person at a field office. The nearest EEOC field office is in Austin (96 miles), but charges can be filed online.

• Cooperate with Investigation: Provide documents, witness names, and attend mediation if offered.

• Right-to-Sue Letter: If no resolution, request this letter. You then have 90 days to file suit in state or federal court.

Steps to Take After Workplace Violations

1. Preserve Evidence

Save emails, time sheets, pay stubs, and text messages. Texas courts admit electronic records if authenticity is proven (Tex. R. Evid. 901).

2. Follow Internal Policies First

Many Temple employers maintain employee handbooks requiring complaints to HR. Following these procedures can bolster claims, especially in Faragher/Ellerth sexual-harassment contexts.

3. Document Retaliation

Retaliation is often subtler than discharge—e.g., undesirable shifts or write-ups. Maintain a timeline of events.

4. File Agency Charges Timely

Missing a 180-day deadline can bar TCHRA claims entirely.

5. Consult a Licensed Texas Attorney

The State Bar of Texas regulates attorneys (Tex. Gov’t Code § 81.051). Verify licensure at Texas Bar Lawyer Directory.

When to Seek Legal Help in Texas

Although small claims such as minor paycheck errors may be resolved through the TWC wage claim process, you should contact an employment lawyer in Temple, Texas if:

• You are terminated after reporting discrimination, safety hazards, or illegal conduct.

• You suffer harassment that persists despite HR complaints.

• Wage theft involves significant unpaid overtime or misclassification.

• Your employer has more legal resources or a history of litigation.

• You received a Right-to-Sue letter and only have 90 days left to file suit.

Attorney Fees & Damages

Many statutes allow prevailing employees to recover attorney’s fees (e.g., Texas Labor Code § 21.259) and liquidated damages (double back pay under FLSA for willful violations). Some lawyers accept cases on contingency—no fee unless you win.

Local Resources & Next Steps for Temple Workers

Workforce Solutions of Central Texas – Temple Office 102 E. Central Ave., Temple, TX 76501. Offers job placement, wage claim forms, and veterans’ services. Texas Workforce Commission Civil Rights Division – file discrimination complaints. TWC Civil Rights Division Equal Employment Opportunity Commission – Austin District. EEOC Charge Filing Information U.S. Department of Labor Wage and Hour Division DOL Wage & Hour Guidance Texas Labor Code Online Texas Labor Code Statutes

Practical Next Steps

• Review your employee handbook and gather documentation.

• Schedule a confidential consultation with an employment lawyer Temple Texas specialist to evaluate claims.

• File a timely charge or wage claim if negotiations fail.

• Track retaliation and maintain professional conduct during any ongoing employment.

Legal Disclaimer

This guide provides general information for educational purposes only and does not constitute legal advice. Laws change frequently, and the application of law varies by individual circumstances. For advice regarding your specific situation, consult a licensed Texas employment attorney.

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.