Employment Law Rights Guide – College Station, Texas

Introduction: Why Employment Law Matters in College Station

College Station, home to Texas A&M University, thriving technology start-ups, and a robust agricultural and oil-and-gas workforce, is more than a college town. With thousands of professors, researchers, ranch hands, engineers, and service workers, the Brazos Valley economy depends on fair and lawful employment practices. Yet questions about unpaid overtime, discrimination, or sudden terminations still land on search bars as “employment lawyer college station texas.” This comprehensive guide equips employees—and conscientious employers—with a clear, citation-based roadmap to Texas and federal workplace protections. Slightly favoring employee perspectives while remaining strictly factual, we draw on the Texas Labor Code, the Fair Labor Standards Act (FLSA), Title VII of the Civil Rights Act of 1964, and the Texas Commission on Human Rights Act (TCHRA). If you work for a local giant like Texas A&M, an oil-field services contractor in Bryan, or a small Main Street retailer, the principles below apply.

Understanding Your Employment Rights in Texas

Texas’s At-Will Doctrine—And Its Exceptions

Texas is an at-will employment state. Under Texas common law and Texas Labor Code § 22.001, either the employer or the employee may terminate the relationship at any time, with or without cause—unless an exception applies. Key statutory and public-policy exceptions include:

• Discrimination/Retaliation: Employers may not terminate or discipline workers for protected characteristics or legally protected activities (e.g., filing an EEOC charge). See Title VII, 42 U.S.C. § 2000e-2 and Texas Labor Code Chapter 21.

• Refusing Criminal Acts: Under Sabine Pilot Service, Inc. v. Hauck, 687 S.W.2d 733 (Tex. 1985), employees fired for refusing to commit an illegal act have a wrongful-discharge claim.

• Contractual, Union, or Policy Protections: Written contracts, collective bargaining agreements, or employer handbooks promising certain job security can alter at-will status.

Core Federal Rights Applicable in College Station

• Wage & Hour: The FLSA guarantees at least $7.25/hr federal minimum wage and overtime at 1.5× an employee’s regular rate after 40 hours in a workweek, unless an exemption applies.

• Discrimination Protections: Title VII, the Americans with Disabilities Act (ADA), the Age Discrimination in Employment Act (ADEA), and the Genetic Information Nondiscrimination Act (GINA) prohibit discrimination based on race, color, religion, sex (including pregnancy and LGBTQ+ status per Bostock v. Clayton County, 140 S. Ct. 1731 (2020)), national origin, disability, age 40+, or genetic information.

• Family and Medical Leave: The Family and Medical Leave Act (FMLA) provides up to 12 weeks of unpaid, job-protected leave for eligible workers of covered employers.

Additional Texas-Specific Rights

• Military Service Protections: Texas Labor Code Chapter 431 supplements federal USERRA rights.

• Whistleblower Act: Public-sector employees in College Station (including Texas A&M staff) may sue if retaliated against for reporting legal violations (Tex. Gov’t Code § 554.002).

Common Employment Law Violations in Texas

1. Unpaid Overtime and Misclassification

Oil-field technicians driving from College Station to West Texas shale plays, grad-student researchers, and IT analysts at the Research Valley tech incubators often work more than 40 hours weekly. Employers sometimes misclassify these workers as “independent contractors” or “exempt” professionals to avoid overtime. Under 29 C.F.R. Part 541, merely paying a salary does not automatically exempt an employee from overtime; duties tests apply.

2. Discrimination and Harassment

The Texas Commission on Human Rights Act parallels Title VII, making it unlawful to discriminate in hiring, discharge, or terms of employment. Examples seen in recent Southern District of Texas dockets include:

• Pregnancy-related discharge of a pharmacy technician.

• Racial harassment of refinery laborers by supervisors.

• Age-based layoffs of 50-plus engineering staff after mergers.

3. Retaliation for Protected Activity

Retaliation claims now outnumber discrimination allegations at the EEOC nationwide. College Station employees who report safety violations to OSHA, file wage claims with the Texas Workforce Commission (TWC), or oppose discrimination are protected from adverse actions.

4. Wrongful Termination While On Leave

Under the FMLA, it is unlawful to terminate or demote an eligible employee who takes qualified medical or family leave. Termination of a lab technician recovering from surgery before exhausting 12 FMLA weeks could prompt litigation.

5. Breach of Employment Contracts or Handbook Promises

While Texas disfavors implied-contract claims, explicit written promises—such as a fixed-term faculty appointment—can limit at-will discharges.

Texas Legal Protections & Employment Laws

Primary Statutes Protecting College Station Workers

• Texas Labor Code Chapters 61–63 (Texas Payday Law): Requires timely payment of earned wages; empowers TWC investigations.

• Texas Labor Code Chapter 21 (TCHRA): Mirrors Title VII and extends protections to employers with ≥15 employees.

• Fair Labor Standards Act (29 U.S.C. §§ 201–219): Federal minimum wage, overtime, and child-labor rules.

• Occupational Safety and Health Act (29 U.S.C. § 651 et seq.): Provides workplace-safety rights; enforced by OSHA’s Houston North Area Office, which serves Brazos County.

Filing Deadlines (Statutes of Limitations)

• Discrimination (Title VII/TCHRA): File a Charge of Discrimination within 300 days of the unlawful act with either the EEOC or TWC Civil Rights Division.

• FLSA Overtime/Wage Suits: Two years from the violation date; three years if the violation is “willful.”

• Texas Payday Law Claims: 180 days from the date wages became due to file with TWC.

• Whistleblower Act: 90 days to file suit after the employee receives final adverse action.

Enforcement Agencies

U.S. Equal Employment Opportunity Commission (EEOC) Texas Workforce Commission (TWC) U.S. Department of Labor Wage and Hour Division Occupational Safety and Health Administration (OSHA)

Steps to Take After a Workplace Violation

1. Document Everything

Keep emails, pay stubs, timesheets, performance reviews, and text messages. Texas and federal courts, including the Fifth Circuit, heavily weigh contemporaneous records in employment disputes.

2. Follow Internal Complaint Procedures

Many employers—Texas A&M University included—require employees to report discrimination or harassment through HR channels first. Prompt reporting can strengthen retaliation protections.

3. File a Charge or Claim

• EEOC/TWC Charge of Discrimination: Required before suing for Title VII or TCHRA violations.

• TWC Wage Claim: Complete the online or paper form within 180 days.

• OSHA Complaint: File within 30 days for whistleblower claims, although some safety complaints can be filed later.

4. Beware of Deadlines

Missing a 300-day EEOC filing window or a two-year FLSA statute can bar recovery entirely.

5. Consult an Experienced Attorney

An attorney licensed by the State Bar of Texas—required under Texas Government Code § 81.051—can evaluate claims, draft charges, negotiate severance, and litigate. Most offer free consultations for employees.

When to Seek Legal Help in Texas

While some disputes resolve internally, hiring counsel becomes crucial when:

• You are fired after reporting discrimination or safety issues.

• You are offered a severance agreement containing broad releases.

• Your unpaid overtime, commissions, or bonuses exceed a few hundred dollars.

• Your employer threatens immigration or criminal repercussions for complaining.

• HR fails to investigate sexual harassment or retaliates against you.

Texas employment law is nuanced. Federal district courts in the Southern and Western Districts of Texas routinely dismiss pro se cases for procedural missteps. An employment lawyer in College Station, Texas can preserve evidence, meet filing deadlines, and negotiate from a position of strength.

Local Resources & Next Steps for College Station Workers

Workforce Solutions Brazos Valley

Address: 3991 E 29th St., Bryan, TX 77802  |  Phone: (979) 595-2800. This TWC-affiliated center assists with wage claims and re-employment services.

Texas A&M University HR Employee Relations

Faculty, staff, and student workers can file internal grievances at 750 Agronomy Rd., Suite 1201, College Station, TX 77843.

Federal Courthouse Serving Brazos County

United States District Court, Southern District of Texas – Houston Division, 515 Rusk Ave., Houston, TX 77002. Many College Station employment lawsuits are filed here.

Legal Aid and Bar Referrals

Lone Star Legal Aid – Free civil legal services for qualifying low-income workers. State Bar of Texas Lawyer Referral & Information Service.

After documenting events and meeting initial deadlines, the next best step is to contact a seasoned employment lawyer college station texas workers trust.

Legal Disclaimer

This guide provides general information for employees in College Station, Texas. It is not legal advice. Employment laws change, and each case is unique. Consult a licensed Texas attorney for advice about 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.