Workplace discrimination — being treated differently because of your race, sex, national origin, religion, disability, age, or other protected characteristic — is illegal under both federal and Texas law. Yet discrimination persists in Corpus Christi workplaces, ranging from subtle disparate treatment to overt harassment and wrongful termination. Anderson Alexander PLLC's employment attorneys represent Corpus Christi workers in discrimination and harassment claims.

Federal Laws Prohibiting Employment Discrimination

• Title VII of the Civil Rights Act of 1964 prohibits discrimination based on race, color, religion, sex, and national origin. It covers employers with 15 or more employees and applies to all terms and conditions of employment — hiring, firing, promotion, pay, and working conditions.
  
  
• The Americans with Disabilities Act (ADA) prohibits discrimination against qualified individuals with disabilities and requires employers to provide reasonable accommodations.
  
  
• The Age Discrimination in Employment Act (ADEA) protects workers 40 and older from discrimination based on age.
  
  
• Title VII's sexual harassment provisions — both quid pro quo harassment (a supervisor conditions employment benefits on sexual favors) and hostile work environment (severe or pervasive harassment that creates an intimidating, hostile, or offensive workplace) — are actionable under federal law.
  
  
• The Equal Pay Act requires equal pay for substantially equal work regardless of gender.
  
  
• The Pregnancy Discrimination Act protects pregnant workers from discrimination in all employment decisions.
  
  

Texas Law: The Texas Commission on Human Rights Act

The Texas Labor Code (Chapter 21) mirrors many federal protections and extends them to employers with 15 or more employees. Texas adds protections for certain state-specific employment rights and provides its own enforcement mechanisms through the Texas Workforce Commission Civil Rights Division.

Protected Classes Under Texas and Federal Law

Texas and some localities also provide protection for additional categories including sexual orientation and gender identity under interpretations of existing law following recent federal court decisions.

The EEOC and TWC Filing Process

Before filing a federal discrimination lawsuit, most employees must first file a charge with the Equal Employment Opportunity Commission (EEOC) or the Texas Workforce Commission Civil Rights Division (TWC-CRD). There are strict deadlines:

Missing these administrative deadlines typically bars the lawsuit entirely. If you believe you have experienced discrimination, contact an attorney immediately.

After the EEOC investigates and issues a Right to Sue letter (which you can request after 180 days regardless of investigation status), you have 90 days to file a federal lawsuit.

FAQ

What if I'm afraid of retaliation for filing a complaint? Federal and Texas law prohibit retaliation against employees who file discrimination charges or participate in investigations. Retaliation itself is a separate violation.

Can I sue if I was fired but discrimination was just one of several reasons? Yes, under a "mixed motive" theory. If discrimination was a motivating factor — even if other factors also contributed — you may have a valid claim.

What if I signed an arbitration agreement? Many employers require arbitration agreements. These may limit your options for court litigation, though arbitration still provides a forum for discrimination claims. An attorney reviews your specific agreement.

What is the deadline to file an employment discrimination charge in Texas?  It depends on the claim. A charge under Texas state law must be filed with the Texas Workforce Commission within 180 days of the discriminatory act. The federal deadline to file with the EEOC is longer — 300 days in Texas — but you should not rely on the longer window. Missing the 180-day state deadline can permanently bar your state-law claim, so contact Anderson Alexander PLLC immediately.

Can my employer retaliate against me for filing a discrimination charge? No. Federal and Texas law prohibit retaliation against employees who report discrimination or file EEOC charges. If your employer fires, demotes, or harasses you after you assert your rights, that is an additional violation that Anderson Alexander PLLC can pursue on your behalf.

Anderson Alexander PLLC represents Corpus Christi workers in employment discrimination and harassment claims. Call (361) 452-1279 — strict EEOC deadlines apply, so act promptly.

Filing a Discrimination Claim in Texas — EEOC and TWC Process

Before filing a discrimination lawsuit, most employees must first file a charge with a government agency — this is called exhausting administrative remedies. Two different deadlines apply, and the shorter one is easy to miss:

• Texas state-law charge (Texas Workforce Commission Civil Rights Division): 180 days from the discriminatory act. This deadline is strict and jurisdictional — miss it and your state-law claim is barred.
• Federal charge (EEOC): Because Texas has its own fair-employment agency, the federal deadline is extended to 300 days from the discriminatory act.
  
  

Because the state deadline can be as short as 180 days, you should never wait. Contact an attorney as early as possible to preserve every available claim.

Anderson Alexander PLLC guides Corpus Christi employees through the entire process from filing the initial EEOC charge through litigation if necessary.

This article is provided for general information about the law and is not legal advice. Reading it or contacting the firm does not create an attorney-client relationship. Every case is different, and prior results do not guarantee a similar outcome. Cases are handled on a contingency fee; clients may be responsible for court costs and case expenses.