Employment Law & Minimum Wage Guide – Corpus Christi, TX

Introduction: Why Employment Law Matters in Corpus Christi, Texas

Corpus Christi is home to nearly 330,000 residents and thousands of workers employed by the Port of Corpus Christi, oil-and-gas refineries, tourism businesses along North Beach, and major medical centers such as CHRISTUS Spohn Health System. Whether you clock in at a petrochemical plant on the ship channel or serve visitors on Padre Island, you have rights under Texas employment law and federal statutes. Understanding those rights is essential—especially in an at-will state like Texas, where your job can end suddenly unless a specific legal protection applies.

This guide explains the minimum wage, overtime, discrimination protections, and the exact steps Corpus Christi workers need to take if an employer breaks the law.

All information is drawn from authoritative sources, including the Texas Labor Code, Fair Labor Standards Act (FLSA), Title VII of the Civil Rights Act of 1964, and published opinions from Texas courts. If you believe your employer violated your rights, consult a licensed Texas employment lawyer promptly.

Understanding Your Employment Rights in Texas

At-Will Employment and Its Major Exceptions

Texas follows the at-will employment doctrine: either the employer or the employee may terminate the relationship at any time, for any legal reason, or for no reason at all. However, four key exceptions limit an employer’s power:

• Statutory Protections Against Discrimination: Title VII (42 U.S.C. §2000e-2) and the Texas Commission on Human Rights Act (Texas Labor Code §§21.051–21.055) prohibit employment decisions based on race, color, sex (including pregnancy and LGBTQ+ status per Bostock v. Clayton County), national origin, religion, disability, age (40+), or genetic information.

• Retaliation Protections: An employer cannot fire or discipline a worker for filing a discrimination charge, reporting wage theft, or participating in an investigation (Texas Labor Code §21.055 and 42 U.S.C. §2000e-3).

• Sabine Pilot Exception: Under Sabine Pilot Serv., Inc. v. Hauck, 687 S.W.2d 733 (Tex. 1985), employees may sue if fired solely for refusing to commit an illegal act. The statute of limitations is two years because the claim sounds in tort.

• Contractual Limits: Written employment contracts, collective bargaining agreements, and public-sector merit systems can override at-will status.

The Texas Minimum Wage & Overtime Rules

Minimum wage in Texas is governed by the Texas Minimum Wage Act, Texas Labor Code Chapter 62. Section 62.051 adopts the federal minimum wage, currently $7.25 per hour. The Act incorporates the FLSA’s exemptions (e.g., bona fide executive, administrative, and professional employees) and overtime rules requiring one-and-one-half times an employee’s regular rate for hours worked over 40 in a workweek. The federal Department of Labor and the Texas Workforce Commission (TWC) Labor Law Section share enforcement authority.

• Tip Credit: Employers may pay tipped employees $2.13/hour if tips make up the difference to $7.25. The employer must inform the employee in advance and accurately track tips (29 U.S.C. §203(m)).

• Youth Wage: The FLSA permits $4.25/hour during the first 90 days of employment for workers under 20.

• Recordkeeping: Employers must keep three years of payroll records under 29 C.F.R. Part 516.

Common Employment Law Violations in Texas

1. Wage Theft & Unpaid Overtime

The Coastal Bend’s hospitality and service industries often rely on fluctuating schedules and overtime. Failure to pay overtime, forcing off-the-clock work, or illegal deductions violates both the FLSA and Texas Payday Law (Texas Labor Code Chapter 61). Employees have 180 days from the date wages were due to file a wage claim with TWC and two years (three if the violation was willful) to sue under the FLSA.

2. Discrimination & Harassment

Across Texas, discrimination claims most frequently involve sex (including pregnancy), race, and disability. A 2022 EEOC data set showed retaliation and disability charges growing statewide. Corpus Christi’s diverse workforce—Latino, Black, Asian, and military veterans—means national origin and veteran-status bias also arise. The law bars harassment that creates a hostile work environment or results in adverse employment actions.

3. Retaliation for Workplace Safety Complaints

Refinery and offshore workers often invoke OSHA protections. Section 11(c) of the Occupational Safety and Health Act and Texas Labor Code §451.001 (workers’ comp retaliation) prohibit firing or punishing an employee for reporting unsafe conditions or filing an injury claim.

4. Misclassification of Independent Contractors

Some Corpus Christi gig-economy employers mislabel workers to avoid overtime and taxes. Courts and the Department of Labor apply an economic-realities test; if the worker is economically dependent, they are an employee entitled to benefits.

Texas Legal Protections & Employment Laws

• Texas Labor Code Chapter 62: Establishes state minimum wage, incorporates FLSA exemptions.

• FLSA (29 U.S.C. §§201-219): Sets federal minimum wage, overtime, child labor rules.

• Texas Payday Law (Labor Code Chapter 61): Governs timing of pay and remedies for unpaid wages.

• Texas Commission on Human Rights Act (Labor Code Chapter 21): Mirrors Title VII protections, applies to employers with 15+ employees.

• ADA Title I (42 U.S.C. §12101 et seq.): Prohibits disability discrimination; requires reasonable accommodation.

• Age Discrimination in Employment Act (29 U.S.C. §621 et seq.): Protects workers 40 and older.

Statutes of Limitations

• Discrimination (TWC): 180 days from the adverse action to file with the TWC Civil Rights Division (Texas Labor Code §21.202).

• Discrimination (EEOC): 300 days because Texas is a deferral state.

• FLSA Overtime/Minimum Wage: 2 years, or 3 years if willful.

• Sabine Pilot Wrongful Discharge: 2 years.

• Texas Payday Claim (TWC): 180 days.

How Federal & State Agencies Overlap

The Equal Employment Opportunity Commission (EEOC) investigates discrimination under federal law, while the TWC Civil Rights Division handles state claims. Filing with one agency generally satisfies the requirement for both due to a work-sharing agreement.

Steps to Take After Workplace Violations

1. Document Everything

Immediately write down dates, times, names of witnesses, and preserve emails or pay stubs. In wage cases, maintain your own time log—even pictures of timecards help.

2. Utilize Internal Complaint Mechanisms

Many employers in Corpus Christi (including H-E-B and Valero) have HR hotlines. Using internal procedures first may stop the misconduct and demonstrates good faith, which courts consider.

3. File an Administrative Charge

For discrimination, contact the EEOC San Antonio Field Office (which covers Corpus Christi) or the TWC Civil Rights Division. You must file within 180/300 days to preserve your right to sue.

• Submit Intake Questionnaire online, by mail, or in person.

• Mediation Option: Both agencies offer free mediation; accept if settlement is possible.

• Right-to-Sue Letter: After dismissal or 180 days, you may request a letter to file in court.

4. File a Wage Claim

Use TWC form LL-1 or the online portal. The agency will investigate, subpoena records, and issue a preliminary wage determination.

5. Consider a Lawsuit

If administrative remedies fail or are not required (e.g., FLSA claims), you can file suit in the appropriate state district court (e.g., 347th District Court in Nueces County) or federal court (Southern District of Texas, Corpus Christi Division). Your attorney must be licensed by the State Bar of Texas and admitted to the relevant federal district.

Discover more about our services on the Louis Law Group website.

When to Seek Legal Help in Texas

Signs You Need an Employment Lawyer

• You received a sudden termination after reporting safety or wage issues.

• HR ignored or retaliated against your discrimination complaint.

• You are asked to sign a severance or arbitration agreement you do not understand.

• The wage theft amount is substantial or the employer is repeating violations.

Employment litigation involves tight deadlines and complex procedural rules. For example, failing to exhaust administrative remedies can cause dismissal. Experienced counsel will calculate statutes of limitation, preserve evidence through a litigation hold, and evaluate damages such as back pay, liquidated damages under 29 U.S.C. §216(b), and attorney’s fees.

Local Resources & Next Steps

Corpus Christi Support Organizations

• Workforce Solutions of the Coastal Bend – Staples Street Center: 520 N. Staples St., Corpus Christi, TX 78401. Offers job search assistance and wage claim information.

• EEOC San Antonio Field Office (covers Coastal Bend): 5410 Fredericksburg Rd., Suite 200, San Antonio, TX 78229. Toll-free: 1-800-669-4000.

• Texas RioGrande Legal Aid (TRLA) – Corpus Christi Branch: Provides free representation in certain wage and discrimination cases for low-income workers.

• Nueces County Law Library: 901 Leopard St., Room 102. Access to Texas statutes and practice guides.

Preparing for Your Attorney Consultation

• Gather pay stubs, time sheets, employment contracts, disciplinary memos.

• Write a chronological statement of events.

• Identify witnesses and obtain their contact information.

• Bring copies—not originals—to your lawyer.

Legal Disclaimer: This guide provides general information only and does not constitute legal advice. Employment law is fact-specific; consult a licensed Texas attorney about your particular 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.