Dallas Employment Lawyers

Rob Wiley, P.C. is a Dallas law practice representing workers in lawsuits versus companies. Typical cases include employment discrimination, retaliation, unsettled or mispaid salaries, and failure to supply benefits like medical leave or reasonable accommodation. We have been representing staff members considering that 2000 and have actually helped countless Dallas workers.

Our workplace is staffed by six attorneys focused exclusively on work law. We workplace out of a restored Victorian mansion initially integrated in 1910. We lie in the State-Thomas location of Uptown Dallas.

If you are searching for a work lawyer to represent you in a legal conflict, please contact us.

Having practiced work law for more than a years, Rob Wiley knows it can be challenging to find a certified employment lawyer in Texas. Most of our clients have actually never needed to employ a lawyer before. We suggest you ask these ten concerns to discover the finest employment attorney for you:

What portion of your practice is committed to work law?The Law Office of Rob Wiley, P.C. devotes almost all of our practice to employment law.

Do you normally represent employees or organizations? More than 99% of our customers are employees. Our Dallas employment attorneys aggressively argue for implementing and expanding employee rights. Because we do not represent employers, we are not interested in losing organization customers by passionately defending workers.

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

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

Are you a solo specialist or does your company employee a number of attorneys that can help with my case? We are a real law practice that interacts as a group.

What do other employment attorneys think about you? Rob Wiley, employment Dallas work legal representative, has an excellent credibility. Mr. Wiley is an elected member of the Dallas Bar Association’s Employment Law Council, is the previous president of the Dallas-Fort Worth Employment Lawyers Association, has been called a Texas Super Lawyer by Thompson Reuters every year considering that 2014, named a Super Lawyers Rising Star from 2012-2013, and has actually been invited to speak at various legal representative training conferences across the United States and internationally.

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

Will you consult with me face-to-face for the initial consultation? Yes. We highly advocate for in person conferences. Most work cases are intricate. Our Dallas work legal representatives desire to consult with you face to face to have a meaningful conversation about your case.

Will I satisfy an actual lawyer for my initial consultation? Yes. Unlike many law companies, we do not use paralegals or non-lawyer staff for initial consultations.

Do you charge a preliminary assessment cost? If not, why not? Yes, we charge an assessment cost. By charging a seek advice from cost, we significantly reduce the variety of initial consultations. This enables us to have an attorney present at every preliminary consultation. It likewise guarantees that the clients we see are serious about their case. Our company believe that a lot of reputable employment lawyers charge for a preliminary consultation. In our opinion, work legal representatives who do not charge for a preliminary seek advice from are typically not .

The Law Office of Rob Wiley, P.C. represents employees in a variety of disagreements with their companies. A lot of our cases are before state and employment federal agencies 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 individual cases, we also represent workers in class or collective actions and complicated litigation.

Discrimination is restricted under Title VII of the Civil Rights 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, employment it is very important to hire a lawyer before filing a claim with any government firm such as the Equal Employment Opportunity Commission (EEOC). We routinely represent employees before government companies and in court.

It is unlawful for an employer to allow a hostile workplace under numerous state and federal laws. Generally, a hostile work environment takes place when an employee experiences extreme or prevalent harassment. For instance, a manager who sexually pesters a subordinate can create an illegal hostile work environment. Similarly, use of the “n-word,” teasing a disabled staff member, or demeaning a staff member’s religions could develop a hostile workplace.

It is prohibited for a company to strike back against a worker for working out workplace rights. This can consist of retaliation for grumbling about discrimination, harassment, office security, overdue overtime, or union organizing. Retaliatory acts consist of termination, failure to promote, or pay cuts. Retaliation can likewise include harassment or bullying created to deter other employees from making complaints or acting against the company. Employees who know monetary or federal government scams may have special whistleblower securities. Our law workplace represents whistleblowers in proceedings before the SEC, FINRA, and OSHA. We likewise represent whistleblowers in federal court actions worrying grant fraud, Medicare/Medicaid scams, and defense contracting scams.

Every year companies in the United States underpay their employees by billions of dollars. Most American workers are qualified to be paid (1) minimum wage which is presently $7.25 per hour, and (2) overtimes salaries 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 supervisors, administrators, and professionals may be paid a salary in lieu of overtime. The exceptions are scarce.

While many workers are thought about tipped employees and are paid $2.13 per hour, total settlement needs to be at least $7.25 per hour, including pointers. Additionally, companies need to pay tipped employees $5.12 instead of $2.13 or $3.20 when working overtime. It is unlawful for a restaurant to require tipped staff members to pay breakage fees, strolled tabs, or share suggestions with kitchen area personnel, janitors, or management.

Employees who certify for family and medical leave are entitled to approximately twelve weeks of leave. Leave can be for the care of a spouse, parent, or kid. Employees can also take individual medical leave for their own serious medical condition. Importantly, leave can be taken in blocks or on a periodic, as required basis. Employers can not strike back against workers who are seeking leave, have departed, or are returning from leave. After departing, an employee should be gone back to the same or a comparable position.

Under the Americans with Disabilities Act (“ADA”) a company should supply a handicapped staff member with affordable lodgings. if it would allow the staff member to perform the vital functions of the job. Reasonable accommodations might include, customizing work schedules, brief term leave, working from home, or employment adjusting task duties.

The deadline to submit an employment claim can be exceptionally short. If you are experiencing problems in your workplace or employment have actually been fired, call our office instantly.