My question involves labor and employment law for the state of: Texas

First off, let me say that I am innocent. I will try to make this short and somewhat vague. My job requires employees to travel every now and then. My coworker and I did our job and came back to our place of business. The customer had paid in cash that day. I was not the lead on the job, my coworker was. My coworker was responsible for all of the cash the customer had paid to the company, which was almost $5,000. We got back after business hours and he supposedly dropped the money in the bin. Four employees were there after hours. The two of us working, one who was working out, and one who showed up right as i was leaving "to use the restroom." The two of us do our end of the day duties and clock out. My coworker leaves,and I go to use the restroom. I walk out back after i am finished and begin talking to the employee who showed up to work out (nothing out of the ordinary), and we talk for a minute and then he leaves. I begin playing a game on my phone right before I am about to leave, another employee shows up(at this time only two of us are there). We talk for a minute and then he claims to be there because he has to use the restroom, which seemed like a lie.

The next morning we show up for work and somebody "broke" into the area where all of the money is locked up. There was no forced entry into the store. The company does not have any cameras, alarm system or a safe that I am aware of. The only security measure they have to secure customer payments and contracts from the day is a bike lock. There is a slot in which the money is dropped that you can't stick your hand, or anything else in, only the money and contracts. Whoever stole the money had to have the code because the thief broke a piece of wood inside the drop bin. This would have zero effect on protecting the money and would not give anyone access inside the bin. It is obvious that the thief used the code to get inside and then tried to fake it like someone broke in. The only employee who was the code was there last.

We are all interviewed by three managers the following day, AFTER we had worked all day. I have only been suspended while none of the other suspects were. The other suspects are all minorities of the same color. I am the only Caucasian that was a suspect. Later on in the meeting I was told that "If I have the money, then I could give it to them and we would call it good and the police wont be involved." I felt that this was extortion, especially since I never stole their money. I was suspended on the grounds that the company can not have employees who are suspects handling customers goods. The only problem with this is, I was the only one suspended. I was told that the other employee who did the job with me was suspended. This is not the case. Is this not discrimination? After being there for a while I understand managements mentality and they most likely fear a lawsuit if they suspend one of the minorities. One of the minority suspects was in control of the money, and the other minority was there last. They do not have any grounds to keep me suspended over them. I have been with the company longer than both of the other suspects. I am not sure if there has been any libel/slander about myself from management. I told them everything that I knew. During the meeting my manager kept pressing, and intimidating me to see my phone. I told him I had some private matters on my phone that they did not need to see. I showed them my call history but I would not show them my text messages because the content was private.

Management posted in a Facebook group for employees that the money had been stolen and that employees would be contacted by the police department because this was a felony. I was eventually kicked out of the Facebook group while none of the other suspects were, and I am aware that 50+ employees are aware of the whole situation. This has caused mental distress on myself and my family. Do I have grounds to file a law suit against them for extortion, discrimination, mental distress, and possibly defamation? If it matters, we have never been given an employee hand book and I was never told any of the consequences before the meeting with the managers.