Employment Lawyers Near Me & Employment Law in Laredo, TX

Introduction: Why Employment Law Matters to Laredo Workers

Border trade, the energy sector, health care, and logistics make Laredo one of Texas’s busiest employment hubs. According to the Texas Workforce Commission (TWC), more than 100,000 residents in Webb County engage in cross-border trucking, oil-field services, ranching, retail, and public education. With such diverse industries, disputes over wages, discrimination, and wrongful termination arise frequently. This guide—a slight tilt toward protecting employees—explains how employment lawyer Laredo Texas practitioners analyze workplace claims, what remedies are available under Texas and federal law, and the precise steps local workers must follow to preserve their rights.

Understanding Your Employment Rights in Texas

Texas’s At-Will Doctrine—And the Exceptions

Texas is an at-will employment state. Unless you have an enforceable employment contract, your employer may terminate you for a good reason, a bad reason, or no reason—so long as the reason is not illegal. Illegal reasons include:

Discrimination based on race, color, national origin, sex (including pregnancy and sexual orientation), religion, disability, age (40+), or genetic information under Title VII of the Civil Rights Act of 1964, the Age Discrimination in Employment Act, the Americans with Disabilities Act (ADA), and Texas Labor Code Chapter 21 (Texas Commission on Human Rights Act).

• Retaliation for filing a complaint, participating in an investigation, or opposing unlawful practices (protected activity under both state and federal statutes).

• Refusal to commit an illegal act (Sabine Pilot exception under Texas common law).

• Termination that violates public policy, such as reporting child abuse or asserting workers’ compensation rights.

Minimum Wage, Overtime, and Pay Transparency

The Fair Labor Standards Act (FLSA) sets the federal minimum wage ($7.25/hr) adopted by Texas. Non-exempt employees must receive overtime at 1.5 times their regular rate for hours worked over 40 in a workweek. Texas Labor Code §62 mirrors many FLSA provisions, and the TWC enforces state wage claims. Keep track of hours, pay stubs, and any employer communications about wage deductions—your documentation could make or break a case.

Leave Rights

While Texas does not mandate paid sick leave statewide, federal entitlements such as the Family and Medical Leave Act (FMLA) guarantee up to 12 weeks of unpaid, job-protected leave for qualifying medical and family reasons. The ADA may also require reasonable accommodation in the form of leave.

Common Employment Law Violations in Texas

1. Wage and Hour Abuse

Oil-field “day-rate” misclassification, off-the-clock work for retail staff on International Boulevard, and unpaid overtime for long-haul truckers crossing the Juárez-Lincoln International Bridge are recurring issues in Laredo. Under the FLSA, employees misclassified as “independent contractors” or “exempt” can recover unpaid wages, liquidated damages, and attorney’s fees.

2. Discrimination and Harassment

The EEOC’s 2022 charge data shows Texas consistently in the top five states for discrimination filings. Laredo’s heavily Hispanic workforce frequently reports national origin discrimination and English-only policies that, absent business necessity, can be unlawful. Sexual harassment—quid pro quo or hostile environment—remains pervasive in service industries along Interstate 35.

3. Retaliation

Retaliation is the most commonly alleged basis in federal charges. Examples include demoting a nurse at Laredo Medical Center for reporting unsafe staffing ratios, or cutting hours of a warehouse employee who flagged payroll rounding issues. Both actions violate Title VII, FLSA, and Texas Labor Code §21.055 if they deter protected activity.

4. Wrongful Termination for Protected Leave

Firing an employee for taking approved FMLA leave—or for requesting a reasonable ADA accommodation—is unlawful. These claims often include interference and retaliation counts.

Texas Legal Protections & Employment Laws

Key Statutes Every Laredo Worker Should Know

• Title VII of the Civil Rights Act (42 U.S.C. §2000e) – Bars discrimination and retaliation based on protected classes.

• Texas Commission on Human Rights Act (Texas Labor Code §§21.001–21.556) – Extends federal protections to employers with 15+ employees; administered by TWC Civil Rights Division.

• Fair Labor Standards Act (29 U.S.C. §201 et seq.) – Governs minimum wage, overtime, record-keeping, and child labor.

• Family and Medical Leave Act (29 U.S.C. §2601) – Provides job-protected unpaid leave for qualifying medical conditions and family needs.

• Sarbanes-Oxley & Dodd-Frank Whistleblower Provisions – Protect employees of publicly traded companies who report securities fraud.

Statutes of Limitations At a Glance

• EEOC/TWC Discrimination Charge: 300 days if also covered by Texas law; must file within 180 days to preserve state remedies.

• FLSA Wage Claims: 2 years (3 years if willful violation).

• Sabine Pilot Wrongful Termination: 2 years from discharge.

• Retaliatory Workers’ Compensation Discharge: 2 years under Texas Labor Code §451.003.

• Written Contract Wage Claims: 4 years under Texas CPLR.

Remedies Available

Depending on the statute, successful employees may secure back pay, front pay, reinstatement, compensatory damages for emotional distress, punitive damages (capped by employer size under Title VII), liquidated damages under FLSA, and attorney’s fees.

Steps to Take After Workplace Violations

1. Document Everything

Maintain a written timeline, save emails, payroll records, performance reviews, and text messages. In Texas, one-party consent allows you to record conversations that you participate in, but avoid recording in areas where there is a reasonable expectation of privacy, such as restrooms.

2. Follow Internal Policies

Use the company’s complaint procedure (employee handbook, HR portal). Courts often require employees to utilize internal channels before filing external charges, especially for harassment claims (Ellerth/Faragher defense).

3. File an Administrative Charge

Most discrimination and retaliation claims require an EEOC/TWC charge before you can sue. Submit the intake questionnaire online, by mail, or in person at the EEOC San Antonio Field Office (which covers Laredo). The EEOC charge filing process auto-dual-files with TWC if timely. You will receive a charge number and the agency will notify your employer.

4. File a Wage Claim or DOL Complaint

If unpaid wages are $5,000 or less and you left employment within 180 days, you may file a wage claim with TWC using the online portal or in person at Workforce Solutions for South Texas, 2389 E. Saunders St., Laredo, TX 78041. For larger claims or overtime disputes, many workers choose to file directly in federal court after consulting counsel because FLSA allows immediate litigation without administrative exhaustion.

5. Consult an Employment Attorney

Deadlines are short—missed limitations can bar recovery forever. Speaking to an attorney early helps determine whether to request a “right-to-sue” letter, pursue mediation, or litigate.

When to Seek Legal Help in Texas

Assessing the Complexity of Your Case

Certain matters virtually require counsel: class/collective actions for unpaid overtime, disability accommodation litigation, whistleblower claims under Sarbanes-Oxley, and cases involving large corporate employers with sophisticated legal teams. An employment lawyer Laredo Texas can:

• Evaluate administrative charge documents for completeness.

• Calculate potential damages caps under 42 U.S.C. §1981a.

• Subpoena time-clock data, GPS logs for truck routes, or audit payroll software for rounding.

• Negotiate severance agreements that waive claims only in exchange for adequate consideration consistent with the Older Workers Benefit Protection Act (OWBPA).

Attorney Licensing and Fee Structures

To practice in Texas state courts, an attorney must be admitted to the State Bar of Texas and maintain MCLE compliance (15 hours per year, including 3 hours ethics). Federal employment cases filed in the U.S. District Court for the Southern District of Texas require separate admission. Most plaintiff-side employment lawyers work on contingency (typically 30–40%) or a hybrid hourly/contingency arrangement. Statutes like Title VII and FLSA shift reasonable attorney’s fees to the employer if the employee prevails.

Local Resources & Next Steps

Government Agencies Serving Laredo

• EEOC San Antonio Field Office: 5410 Fredericksburg Road, Suite 200, San Antonio, TX 78229 – serves Laredo; intake appointments available by phone or online.

• TWC Civil Rights Division: Austin headquarters handles state discrimination charges; claims can be filed online.

• Workforce Solutions for South Texas (Laredo): 2389 E. Saunders St., Laredo, TX 78041 – assist with wage claims and job training.

Community Organizations

• Texas RioGrande Legal Aid (TRLA) – provides free legal representation to qualifying low-income workers in Webb County.

• Laredo Equal Rights Alliance – hosts Know Your Rights workshops at local community centers.

Checklist Before You Call a Lawyer

• Collect pay stubs, offer letters, and termination notices.

• Write a timeline of discriminatory events with dates, witnesses, and evidence.

• Note all filing deadlines (180/300-day EEOC window, 2-year FLSA limit).

• Obtain copies of employee handbook or policies.

• Prepare questions about damages, fee structure, and litigation timeline.

Helpful Links

U.S. Department of Labor FLSA Overview Texas Workforce Commission Wage Claim Instructions Texas Labor Code Chapter 21 (TCHRA) EEOC Charge Filing Process

Legal Disclaimer

This article is for informational purposes only and does not constitute legal advice. Employment laws change frequently, and the application of those laws can vary based on specific facts. You should consult a licensed Texas employment attorney regarding your individual 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.