Dallas Employment Lawyers

Rob Wiley, P.C. is a Dallas law office representing employees in suits against companies. Typical cases consist of work discrimination, retaliation, overdue or mispaid wages, and failure to provide advantages like medical leave or affordable accommodation. We have actually been representing workers considering that 2000 and have actually assisted thousands of Dallas employees.

Our workplace is staffed by six attorneys focused entirely on employment law. We office out of a restored Victorian mansion initially integrated in 1910. We are situated in the State-Thomas area of Uptown Dallas.

If you are trying to find a work attorney to represent you in a legal disagreement, please contact us.

Having practiced employment law for more than a decade, Rob Wiley knows it can be tough to discover a certified employment legal representative in Texas. Most of our customers have actually never ever needed to employ an attorney before. We suggest you ask these ten concerns to find the best employment legal representative for you:

What portion of your practice is dedicated to employment law?The Law Office of Rob Wiley, P.C. commits practically all of our practice to employment law.

Do you normally represent workers or organizations? More than 99% of our clients are workers. Our Dallas employment lawyers strongly argue for implementing and expanding worker rights. Because we do not represent employers, we are not worried about losing service clients by passionately defending workers.

Are you a Texas attorney who is Board Certified in Labor and Employment Law by the Texas Board of Legal Specialization? Yes. The Texas Board of Legal Specialization has certified Rob Wiley as a Professional in Labor and Employment Law.

Does your law firm have the required resources to manage my case? Yes. With 7 dedicated full-time attorneys in Dallas, we have the resources to manage most cases.

Are you a solo practitioner or does your firm employee numerous attorneys that can help with my case? We are a real law office that collaborates as a team.

What do other employment lawyers consider you? Rob Wiley, Dallas work attorney, has an excellent track record. Mr. Wiley is a chosen member of the Dallas Bar Association’s Employment Law Council, is the past president of the Dallas-Fort Worth Employment Lawyers Association, has been called a Texas Super Lawyer by Thompson Reuters every year because 2014, called a Super Lawyers Rising Star from 2012-2013, and has been invited to speak at different attorney training conferences throughout the United States and globally.

Have you ever been reprimanded or disciplined by a bar association? No. You can validate lawyer disciplinary history at www.texasbar.com.

Will you with me face-to-face for the initial assessment? Yes. We strongly advocate for face-to-face conferences. Most work cases are complicated. Our Dallas employment attorneys desire to fulfill with you in person to have a meaningful discussion about your case.

Will I satisfy a real lawyer for my preliminary assessment? Yes. Unlike numerous law office, we do not use paralegals or non-lawyer staff for preliminary consultations.

Do you charge an initial assessment cost? If not, why not? Yes, we charge an assessment fee. By charging a speak with cost, we drastically decrease the number of initial consultations. This allows us to have an attorney present at every initial consultation. It also guarantees that the customers we see are major about their case. We think that the majority of credible work lawyers charge for a preliminary assessment. In our opinion, work legal representatives who do not charge for a preliminary seek advice from are generally not excellent.

The Law Office of Rob Wiley, P.C. represents staff members in a range of disputes with their employers. A number of our cases are before state and federal firms like the EEOC, the Department of Labor, or the Texas Workforce Commission. Other cases are filed in state or federal court. Although the majority of our cases are private cases, we also represent employees in class or cumulative actions and complicated litigation.

Discrimination is prohibited under Title VII of the Civil Liberty Act of 1964, the Americans with Disabilities Act, the Age Discrimination in Employment Act, the Pregnancy Discrimination Act, and other state and federal laws. In our experience, it is important to hire a lawyer before filing a claim with any federal government firm such as the Equal Employment Opportunity Commission (EEOC). We frequently represent employees before federal government agencies and in court.

It is unlawful for an employer to permit a hostile work environment under numerous state and federal laws. Generally, a hostile workplace occurs when a staff member experiences extreme or prevalent harassment. For instance, a supervisor who sexually bugs a subordinate can produce an unlawful hostile workplace. Similarly, use of the “n-word,” taunting a handicapped staff member, or demeaning a worker’s religious beliefs could produce a hostile work environment.

It is illegal for a company to retaliate against an employee for exercising office rights. This can consist of retaliation for grumbling about discrimination, harassment, office security, unsettled overtime, or union arranging. Retaliatory acts consist of termination, failure to promote, or pay cuts. Retaliation can also include harassment or bullying developed to deter other staff members from making grievances or acting versus the company. Employees who understand financial or government fraud may have special whistleblower protections. Our law office represents whistleblowers in proceedings before the SEC, FINRA, and OSHA. We also represent whistleblowers in federal court actions worrying grant fraud, Medicare/Medicaid fraud, and defense contracting scams.

Every year employers in the United States underpay their workers by billions of dollars. Most American employees are eligible to be paid (1) base pay which is currently $7.25 per hour, and (2) overtimes earnings of one-and-one-half times their regular hourly rate. Sweating off the clock, including over lunch or after hours, is often unlawful. Only particular top-level managers, administrators, and specialists might be paid a wage in lieu of overtime. The exceptions are scarce.

While numerous employees are thought about tipped workers and are paid $2.13 per hour, overall settlement must be at least $7.25 per hour, including tips. Additionally, companies must pay tipped employees $5.12 instead of $2.13 or $3.20 when working overtime. It is unlawful for a dining establishment to need tipped employees to pay breakage costs, strolled tabs, or share suggestions with kitchen staff, janitors, or management.

Employees who get approved for household and medical leave are entitled to approximately twelve weeks of leave. Leave can be for the care of a partner, parent, referall.us or child. Employees can also take personal medical leave for their own severe medical condition. Importantly, leave can be taken in blocks or on a periodic, as required basis. Employers can not strike back versus workers who are seeking leave, have taken leave, or are returning from leave. After taking leave, a staff member should be gone back to the exact same or an equivalent position.

Under the Americans with Disabilities Act (“ADA”) an employer must provide a disabled staff member with sensible accommodations. if it would enable the staff member to carry out the important functions of the task. Reasonable lodgings might consist of, modifying work schedules, brief term leave, working from home, or adjusting job duties.

The deadline to submit a work claim can be exceptionally short. If you are experiencing problems in your work environment or have been fired, contact our workplace instantly.