Workplace Harassment Lawyers for San Antonio Workers
Harassment at work — sexual, racial, or any protected trait — is illegal. And Texas may give you as little as 180 days to act. How deadlines work ↓
Protected at work
$150 million+ recovered for workers
What this looks like in real life — and what the law calls it.
Harassment is usually smaller, repeated, and easier to doubt than people expect. The legal test is whether unwelcome conduct tied to who you are made your job hostile — it does not have to be sexual, physical, or loud. Each situation below maps to a real claim.
He says the comments are jokes. They're about my body, and they happen every shift.
The law calls it → sexual harassment (hostile work environment)
- "My manager hinted my hours depend on how 'friendly' I am after work." The law calls it → quid pro quo sexual harassment
- "The 'nicknames' are slurs. Everyone laughs, so I'm supposed to." The law calls it → racial or national-origin harassment
- "Since I started wearing a hijab, I'm suddenly 'not a culture fit' for client meetings." The law calls it → religious discrimination
- "They call me 'grandpa' in standups and gave the project I built to someone half my age." The law calls it → age-based harassment (40+)
- "I reported it to HR. Two weeks later my performance was suddenly a problem." The law calls it → retaliation — illegal even if the original complaint isn't proven
- "They didn't fire me. They just made every day bad enough that I'd quit." The law calls it → constructive discharge
These cover sex, race, religion, age, disability, national origin, LGBTQ+ status, and retaliation — every protected ground, in any industry. If something here is familiar, you don't have to be sure before you ask.
Illustrative situations — not client accounts.
What happens after you reach out.
You don't need documents, a lawyer-ready story, or even certainty that what happened was illegal. Here's the whole process — and what we handle for you at each step.
- A free, confidential consultation. Usually 15 minutes. You tell us what happened; we tell you honestly whether you may have a case and which deadlines apply to you. If we're not the right fit, we say so.
- We build the record. We help you preserve what matters — texts, emails, schedules, reviews, witness names — and map your strongest claims under Texas and federal law.
- We handle the filings. Agency complaints have strict formats and fatal deadlines. We draft and file with the right agency — state, federal, or both — so nothing lapses while you keep living your life.
- We negotiate from strength. Most matters resolve without a trial — through demand letters and negotiated settlements covering lost pay, emotional distress, and terms that protect your future references.
- If they won't make it right, we litigate. We've taken harassment cases to jury verdicts. You pay nothing unless we win — our fee comes out of the recovery, never your pocket.
Honest expectations: agency processes run months, not weeks — but many matters resolve sooner through negotiation, and acting early protects both your evidence and your deadlines. We'll give you a realistic timeline for your situation on the first call.
How long do you have to file a harassment claim?
San Antonio workers file harassment claims with the TWC Civil Rights Division or the EEOC's San Antonio Field Office on Fredericksburg Road. General claims get 180 days, sexual harassment 300 — and since 2021, Texas covers sexual harassment even at one-employee businesses. Civilian military contractors follow this track too; uniformed service members don't. Compare all states →
Texas Labor Code Chapter 21, "Employment Discrimination" (commonly known as the Texas Commission on Human Rights Act / TCHRA)
Tex. Lab. Code Ann. ch. 21
Covers harassment at employers with 1+ employee for sexual harassment (15+ for other claims) .
What you can recover
- Combined compensatory + punitive damages capped by employer size (Sec. 21.2585)
- Back pay, interest on back pay, and equitable relief NOT subject to caps
- Punitive damages unavailable against governmental entities (Sec. 21.2585(b)); require malice or reckless indifference
$50,000 (fewer than 101 employees); $100,000 (101-200); $200,000 (201-500); $300,000 (500+) — per complainant, combined compensatory + punitive (Sec. 21.2585)
Punished for speaking up? That's a separate claim.
Sec. 21.055: unlawful to retaliate against a person who (1) opposes a discriminatory practice; (2) makes or files a charge; (3) files a complaint; or (4) testifies, assists, or participates in an investigation, proceeding, or hearing
Three things worth knowing about Texas law
- SEXUAL HARASSMENT (Subchapter C-1, Secs. 21.141-21.142, SB 45 2021): 1+ employee threshold — covers the smallest employers
- Employer duty: 'immediate and appropriate corrective action' once employer/agents/supervisors know or should have known (Sec. 21.142) — stricter than the federal 'prompt remedial action' standard
- Potential individual liability for those who 'act directly in the interests of an employer' (Sec. 21.141(1)(B))
Every deadline that could apply to you
- Texas Workforce Commission Civil Rights Division (state)
- 180 days for general discrimination/harassment (Sec. 21.202(a)); 300 days for SEXUAL HARASSMENT (Sec. 21.202(a-1), added by HB 21, eff. Sept. 1, 2021). Untimely complaints SHALL be dismissed (Sec. 21.202(b)).
- Federal EEOC (Equal Employment Opportunity Commission)
- 300 days for Title VII claims (Texas is a deferral state — TWC Civil Rights Division is the state FEPA)
- Civil suit
- No direct suit — administrative exhaustion required. 60 days to sue after right-to-sue notice (Sec. 21.254); no civil action later than 2 years after the complaint was filed (Sec. 21.256).
- After right-to-sue
- 60 days from right-to-sue notice (Sec. 21.254); TWC must notify complainant if unresolved at 180 days (Sec. 21.208)
The mistakes that end San Antonio cases before they start.
- Texas general harassment claims get only 180 days — untimely complaints SHALL be dismissed.
- Civilian DoD employees at JBSA have just 45 DAYS to contact an agency EEO counselor — the shortest deadline on this page, and the most missed.
- Sexual harassment gets 300 days; other claims don't.
- Administrative exhaustion is REQUIRED — no going straight to court.
- After the right-to-sue letter: 60 days, never later than 2 years after the complaint.
Where harassment claims arise in San Antonio.
The law protects you in every industry and every workplace — these are simply the corners of San Antonio's economy where claims concentrate. San Antonio's signature industries — hospitality, defense contracting, healthcare, and call centers — each carry recognized EEOC harassment risk factors.
Hospitality & tourism
The River Walk hotel-restaurant economy runs on tipped, seasonal, high-turnover labor — customer-facing work where workers tolerate misconduct to protect income.
Defense contractors
Chain-of-command culture follows civilians into contractor workplaces. Private contractor employees at or near JBSA are covered by TCHRA and Title VII — the military EO process does not limit them.
Healthcare
Large shift-based hospital workforces with rigid hierarchies; harassment by patients and senior physicians is chronically underreported.
Call centers & insurance back-office
Dense supervision and metrics pressure discourage reporting — a recognized power-disparity risk environment.
Three venues. Different deadlines. One decision.
State · TWC CRD Texas Workforce Commission Civil Rights Division
Federal · EEOC EEOC San Antonio Field Office
San Antonio, TX 78229
1-800-669-4000
8:00 a.m. – 4:30 p.m., Monday–Friday EEOC Public Portal →
Court Bexar County Civil District Courts
100 Dolorosa
San Antonio, TX 78205
(210) 335-2300
The filing path, step by step
- Document everything — dates, witnesses, screenshots, schedules. Texas deadlines are mandatory.
- Sexual harassment: file with the TWC Civil Rights Division via EDISS within 300 days, or with the EEOC San Antonio Field Office (5410 Fredericksburg Rd) within 300 days. Charges dual-file.
- Other harassment/discrimination: 180 days at the TWC.
- Civilian federal (DoD) employees at JBSA: a completely different track — contact your agency EEO counselor within 45 days.
- After a right-to-sue notice: 60 days to sue — state claims at the Bexar County Courthouse (100 Dolorosa), federal claims in the Western District of Texas.
$150 million+
Recovered for workers — including a $23.5 million sexual harassment settlement for 150 female workers.
Results obtained primarily in California matters. Prior results do not guarantee a similar outcome. Every case is different; the value and outcome of your matter will depend on its specific facts.
The attorneys behind this page.
You'll talk to the people on this page — not a call center. Licensed in California and Washington. Matters in this state are handled in association with licensed local counsel — how that works →
pending
Craig J. Ackermann
CA STATE BAR NO. 229832
Craig J. Ackermann has 25 years of employment law experience and has served as lead or co-lead counsel in more than 600 class, collective, or PAGA actions since 2007 on behalf of more than 500,000 workers.
Full bio →pending
[Avi — full name placeholder]
WASHINGTON STATE BAR NO. [PENDING]
Bio paragraph pending from Ackermann & Tilajef. Leads the firm's Washington practice from the Tacoma office.
Full bio →The clock is real. Action is simple.
- Document everything Dates, times, places, exact words, witnesses. Contemporaneous notes are powerful evidence.
- Preserve messages Screenshot texts, emails, chat messages — before you lose access to work accounts.
- Report it in writing Internal reports create a record and trigger your employer's legal duty to act.
- Don't sign anything quickly Severance and separation agreements can affect your rights. Have them reviewed first.
- Know retaliation is illegal Cut hours, worse shifts, exclusion, or termination after you report may be a separate violation.
- Get a free consultation Deadlines are short and mandatory. An employment lawyer can map your options quickly.
Asked by San Antonio workers.
I'm a civilian contractor at JBSA-Lackland being harassed — do Texas laws protect me?
If you work for a private contractor, yes — Texas Labor Code Chapter 21 and Title VII both apply, with the standard 180/300-day windows. If you're a civilian federal (DoD) employee, your track is different: you must contact your agency's EEO counselor within 45 days. Uniformed service members follow the military Equal Opportunity process.
I work at a small River Walk restaurant with 5 employees — can I file a sexual harassment complaint?
Yes. Since September 2021, Texas covers sexual harassment at employers with one or more employees — and you have 300 days to file with the TWC. This matters enormously in hospitality, where small operators are the norm.
Where do I file an EEOC charge in San Antonio?
The San Antonio Field Office at Legacy Oaks, Building A, 5410 Fredericksburg Road, Suite 200 — or online via the EEOC Public Portal, which most people use. The office also covers Austin and most of South-Central Texas.
My hospital employer 'investigated' my harassment complaint and did nothing — what now?
Texas law requires 'immediate and appropriate corrective action' once an employer knows or should have known of sexual harassment — a stricter standard than federal law. An investigation that changes nothing may itself be the unlawful practice. Document the timeline and talk to a lawyer.
Can I be fired for reporting my supervisor at a San Antonio call center?
Retaliation is independently unlawful under Texas Labor Code §21.055 — even if the underlying harassment claim isn't ultimately proven, as long as your report was made in good faith. Termination, demotion, or schedule cuts after a report are classic retaliation facts.
What court would my harassment lawsuit be filed in?
State claims go to the Bexar County Civil District Courts at the Bexar County Courthouse, 100 Dolorosa. Federal Title VII claims go to the U.S. District Court for the Western District of Texas. Which court — and which claims — is a strategy decision your lawyer makes with you.
Talking to us is easier than you think.
A person answers — not a phone tree.
Call, or send the two-minute form. A real person replies within one business day.
We listen first.
Say as much or as little as you want. It stays confidential.
You decide what happens next.
No fee unless we win. No pressure. Some people just want to know where they stand.
Talk to someone who's recovered millions for workers like you.
Two minutes to start. Matters in Texas are handled in association with licensed local counsel.
A person answers · one business day