Employment lawyer serving Manor, TX
Fired for reporting a problem. Passed over because of who you are. Shorted on a paycheck you earned. If any of that happened to you, an employment lawyer in Manor, TX can tell you whether the law was broken and how little time you have to act. Key Trial Lawyers represents Manor workers against employers of every size, and we prepare each case the way we prepare for trial: with evidence, not empty demand letters. You deal directly with your attorney, and the first consultation is free.
Manor is one of the Austin metro’s fastest growing commuter cities, up 86.5 percent in population from 2019 to 2024 and projected to keep climbing toward 44,000 residents by 2030. Manor ISD anchors local employment, but most residents drive to work: to the semiconductor plants in northeast Austin, where major employers in the area include Applied Materials and Samsung, or south on SH 130 and FM 973 toward Tesla’s Gigafactory. Warehouse, logistics, and construction jobs line the SH 130 corridor.
That mix matters legally. School district employees, plant technicians, warehouse workers, and construction crews face different rules on overtime, discrimination procedure, and retaliation. Wherever you clock in, if you live in Manor and your employer broke state and federal laws, we can bring the claim. Call (512) 861-1280 to talk with an attorney.
Why Manor workers choose our employment law firm
We litigate, so employers take us seriously
Big employers and their defense firms know which plaintiff lawyers will actually file suit and try a case. We build every claim assuming it ends in front of a jury. That reputation moves settlement numbers, because the company’s lawyers have to price in the risk of losing at trial rather than counting on a cheap payout to make you go away.
Your attorney answers your questions
Employment cases turn on details: what was said in the termination meeting, what the write-up actually claimed, who got treated differently. You will work directly with the attorney handling your case, so nothing gets lost between you and the person making strategy decisions. When you are worried about your job and your income, that direct line matters.
Evidence first, every time
We take a limited number of cases and work them hard: personnel files, pay records, text messages, comparator evidence, and witness accounts. Employees fairly treated at work rarely need us, but when an employer crosses the line, that paper trail is how we prove it. If your firing followed a workplace injury, our Manor personal injury attorneys can evaluate whether you also have an injury claim against a non-subscriber employer.
Employment claims we handle for Manor workers
Employment law protects employees through a web of state and federal laws, and most workers do not know how much protection they actually have until something goes wrong. These are the claims we handle most often for Manor employees and commuters.
Wrongful termination and retaliation
Texas is an at-will state, but at-will has limits. An employer cannot fire you for your race, sex, age, religion, disability, or national origin, for reporting discrimination or harassment, for filing a workers’ compensation claim, for taking protected leave, or for refusing to commit an illegal act. Retaliation claims are often stronger than the underlying complaint, because the timeline between your report and your termination tells the story. We gather the emails, the reviews, and the dates that make that timeline undeniable.
Workplace discrimination
Title VII of the Civil Rights Act and Chapter 21 of the Texas Labor Code, the TCHRA, prohibit discrimination in hiring, pay, promotion, discipline, and firing. The Americans with Disabilities Act requires employers to provide reasonable accommodations, and the Age Discrimination in Employment Act protects older workers. Discrimination cases are built on patterns: who got promoted, who got written up, who got laid off. We gather that comparator evidence and put it in front of the employer, the agency, and if necessary a jury.
Sexual harassment and a hostile work environment
Since 2021, Texas sexual harassment law reaches employers with even a single employee, and it requires companies to take immediate corrective action. A hostile work environment is more than one bad joke: it is conduct severe or pervasive enough to change the conditions of your job. If a supervisor or coworker harassed you and management shrugged, the company itself is on the hook. Save the messages, note the dates, and talk to a lawyer before you resign, because how you leave can affect your claim.
Unpaid wages, overtime, and fair pay
Warehouse, logistics, and construction work along the SH 130 corridor generates steady wage disputes: off-the-clock work, misclassification as an independent contractor, and unpaid overtime. The Fair Labor Standards Act and the Texas Payday Law both give you tools to recover fair pay for what you earned, and the FLSA can double unpaid wages as liquidated damages in many cases. If your employer avoids paying overtime by calling you a manager or a contractor, the job duties, not the title, decide whether you are owed.
Whistleblower retaliation and protected leave
Workers who report fraud, safety violations, or illegal conduct are protected from being punished for speaking up, and public employees have added whistleblower protections under Texas law. The Family and Medical Leave Act lets eligible employees take job-protected leave for serious health conditions and new children. When an employer disciplines or fires you for using rights the law guarantees, that is a claim worth pursuing.
Can my employer fire me for reporting discrimination in Manor, Texas? No. Retaliation for reporting discrimination or harassment is illegal under both federal law and Chapter 21 of the Texas Labor Code, even in an at-will state. If you were fired after complaining, document the timeline and contact an employment lawyer quickly, because filing deadlines are short.
How long do I have to file an employment discrimination claim in Texas? Generally 180 days from the discriminatory act to file with the Texas Workforce Commission, or 300 days for a federal charge with the Equal Employment Opportunity Commission. These windows pass fast, and missing them usually kills the claim, so talk to an attorney as soon as the problem starts.
How Manor employment cases move forward
Winning an employment claim is a process, and it usually starts before a lawsuit is ever filed. Most discrimination, harassment, and retaliation cases require a charge with a government agency first, so the early work shapes everything that follows.
We begin by assessing what happened against the specific laws that apply to your employer and your job. From there we preserve evidence while it still exists: personnel records, pay data, performance reviews, emails, and the names of coworkers who saw the same treatment. When the facts support it, we prepare and file the agency charge with the Texas Workforce Commission or the EEOC, then use the agency process, including its investigation and any position statement the employer files, to strengthen the case. If the agency route does not resolve it, we take the fight to state or federal court. At every step you know where things stand and what comes next.
The deadlines that govern that process are short, and missing one usually ends the claim no matter how strong it is. Most discrimination, harassment, and retaliation claims require an agency charge within 180 days with the Texas Workforce Commission Civil Rights Division, or 300 days with the EEOC for federal claims. Wage claims under the Texas Payday Law have their own 180-day window, and FLSA overtime claims generally reach back two years, or three for a willful violation. These are some of the shortest deadlines in Texas law, and the best time to call is while the problem is still happening, not after the window closes.
Manor sits in Travis County, so state-court employment lawsuits are filed in Austin at the Travis County Civil and Family Courts Facility, 1700 Guadalupe St. Depending on the size of the claim, a case may go to one of the county’s civil district courts, such as the 200th, 261st, or 419th District Courts, or to the two civil County Courts at Law, which can hear civil cases under $250,000. Federal claims under Title VII, the ADA, or the FLSA are filed in the United States District Court for the Western District of Texas, Austin Division. Our employment law practice handles agency charges, negotiations, and litigation from start to finish.
Serving Manor and surrounding communities
We represent workers throughout Manor, from downtown and Old Highway 20 to ShadowGlen and Presidential Meadows, along with commuters heading to jobs across the metro. Our Austin team also represents employees in Pflugerville, Austin, Elgin, Del Valle, and Round Rock.
What it costs to hire our employment law firm
Most employment cases we accept are handled on contingency: no attorney fees unless we recover for you. Some matters, such as reviewing a severance agreement or a contract, are better suited to a flat or hourly fee, and we will tell you honestly which structure fits your situation. Many employment statutes also let a winning employee recover attorney’s fees from the employer, which shifts the cost of enforcement onto the company that broke the law rather than the worker who was wronged. That fee-shifting is one reason a claim you assumed you could not afford to bring is often within reach. Either way, the consultation is free, and you will know where you stand, what the case is worth, and what it will take before you commit to anything.
Frequently asked questions
How much does an employment lawyer cost in Manor?
Most of our employment cases are handled on contingency, so you pay no attorney fee unless we recover for you. For document review or advice-only matters we may use a flat or hourly rate, agreed up front. Many employment laws also let a winning employee recover attorney’s fees from the employer. The first consultation is always free.
Is suing my employer worth it?
It depends on the strength of the evidence, the harm you suffered, and the deadlines involved, and we will give you a straight answer at the consultation instead of a sales pitch. A strong retaliation or wage claim with a clear timeline is often well worth pursuing. A thin claim may not be, and we will tell you that too, so you can make the decision with real information.
I live in Manor but work at a plant in Austin. Where does my case get filed?
Most Manor residents commute, and that is fine. Employment claims are typically filed where the employer operates or where the violation happened, and for most Manor commuters that still means Travis County courts in Austin or federal court in the Austin division. We handle both.
Does Texas sexual harassment law cover small Manor businesses?
Yes. Since 2021, Texas sexual harassment protections apply to employers with even one employee, which covers the small shops and contractors that come with a fast growing city like Manor. The law also requires the employer to take immediate corrective action once it knows about harassment.
My employer along SH 130 calls me a contractor but controls my schedule. Am I owed overtime?
Possibly. The label your employer uses does not decide the question; the reality of the work does. If the company controls your hours, tools, and how you do the job, you may be a misclassified employee owed overtime under the FLSA. Bring your pay records to a free consultation.
Contact a Manor employment lawyer today
Employment cases are won on evidence gathered early: emails, write-ups, pay stubs, and witness memories that fade fast. The 180-day agency deadline does not pause while you decide what to do.
Key Trial Lawyers offers Manor workers a free, confidential consultation with an attorney. We will tell you honestly whether you have a case and what it will take to win it. If your dispute is with a business partner or over a contract rather than an employer, our Manor civil litigation team can help. Contact us online or call (512) 861-1280.
