Dallas Employment Lawyers

Rob Wiley, P.C. is a Dallas law firm representing workers in claims against companies. Typical cases include employment discrimination, retaliation, overdue or mispaid wages, and failure to offer advantages like medical leave or reasonable accommodation. We have been representing workers because 2000 and have actually assisted countless Dallas employees.

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

If you are looking for an employment lawyer to represent you in a legal conflict, please call us.

Having practiced employment law for more than a decade, Rob Wiley knows it can be hard to find a work lawyer in Texas. Most of our clients have actually never ever needed to hire a lawyer before. We suggest you ask these ten questions to discover the very best work legal representative for you:

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

Do you generally represent workers or companies? More than 99% of our clients are employees. Our Dallas employment attorneys strongly argue for implementing and expanding employee rights. Because we do not represent employers, we are not concerned with losing business clients by passionately battling for staff members.

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 accredited Rob Wiley as a Specialist in Labor and Employment Law.

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

Are you a solo specialist or does your firm employee several lawyers that can assist with my case? We are a real law firm that works together as a team.

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

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

Will you consult with me in person for the preliminary consultation? Yes. We highly promote for face-to-face meetings. Most employment cases are complicated. Our Dallas employment attorneys desire to meet you personally to have a significant discussion about your case.

Will I meet a real lawyer for my preliminary assessment? Yes. Unlike many law office, we do not use paralegals or non-lawyer personnel for initial consultations.

Do you charge an initial consultation cost? If not, why not? Yes, we charge a consultation charge. By charging a consult charge, we dramatically reduce the variety of preliminary consultations. This allows us to have a lawyer present at every preliminary consultation. It also makes sure that the clients we see are serious about their case. Our company believe that a lot of trustworthy work attorneys charge for a preliminary consultation. In our opinion, work legal representatives who do not charge for a preliminary seek advice from are generally not very good.

The Law Office of Rob Wiley, P.C. represents employees in a variety of disagreements with their employers. Many 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 submitted in state or federal court. Although the majority of our cases are private cases, we likewise represent workers in class or cumulative actions and complicated litigation.

Discrimination is forbidden 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 crucial to work with a lawyer before filing a claim with any federal government agency such as the Equal Job Opportunity Commission (EEOC). We routinely represent employees before government companies and in court.

It is unlawful for a company to permit a hostile work environment under several state and federal laws. Generally, a hostile workplace takes place when an employee experiences extreme or prevalent harassment. For instance, a manager who sexually harasses a subordinate can produce an illegal hostile workplace. Similarly, use of the “n-word,” teasing a handicapped employee, or demeaning a staff member’s spiritual beliefs could produce a hostile workplace.

It is unlawful for a company to retaliate against an employee for working out workplace rights. This can consist of retaliation for complaining about discrimination, harassment, workplace security, unpaid overtime, or union arranging. Retaliatory acts consist of termination, employment failure to promote, or pay cuts. Retaliation can also include harassment or bullying created to dissuade other employees from making complaints or doing something about it against the company. Employees who understand monetary or government scams may have special whistleblower securities. Our law workplace represents whistleblowers in procedures before the SEC, FINRA, and OSHA. We also represent whistleblowers in federal court actions concerning grant scams, employment Medicare/Medicaid fraud, and defense contracting scams.

Every year employers in the United States underpay their workers 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 incomes of one-and-one-half times their routine per hour rate. Working off the clock, consisting of over lunch or after hours, is usually illegal. Only certain top-level managers, administrators, and employment professionals may be paid a wage in lieu of overtime. The exceptions are few and far in between.

While numerous employees are considered tipped employees and are paid $2.13 per hour, overall payment should be at least $7.25 per hour, consisting of pointers. Additionally, employers should pay tipped staff members $5.12 rather of $2.13 or $3.20 when working overtime. It is prohibited for a restaurant to need tipped workers to pay breakage fees, walked tabs, or share ideas with cooking area staff, janitors, or management.

Employees who qualify for household and medical leave are entitled to up to twelve weeks of leave. Leave can be for the care of a spouse, moms and dad, or child. Employees can likewise take individual medical leave for their own serious medical condition. Importantly, leave can be taken in blocks or on an intermittent, as needed basis. Employers can not strike back versus workers who are looking for leave, have actually departed, or are returning from leave. After taking leave, a worker must be gone back to the same or a comparable position.

Under the Americans with Disabilities Act (“ADA”) an employer need to offer a handicapped staff member with reasonable lodgings. if it would permit the staff member to carry out the essential functions of the job. Reasonable accommodations might include, customizing work schedules, short term leave, working from home, or adjusting task duties.

The deadline to file a work claim can be incredibly brief. If you are experiencing problems in your workplace or have been fired, call our office instantly.