Dallas Employment Lawyers

Rob Wiley, P.C. is a Dallas law office representing workers in claims versus employers. Typical cases include employment discrimination, retaliation, overdue or mispaid wages, and failure to supply advantages like medical leave or affordable lodging. We have been representing employees because 2000 and have actually assisted countless Dallas workers.

Our workplace is staffed by six lawyers focused solely on work law. We workplace out of a restored Victorian estate initially integrated in 1910. We are situated in the State-Thomas area of Uptown Dallas.

If you are trying to find an employment legal representative 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 hard to discover a qualified employment lawyer in Texas. Most of our clients have actually never had to employ a legal representative before. We advise you ask these ten concerns to discover the very best work attorney for you:

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

Do you typically represent workers or organizations? More than 99% of our customers are staff members. Our Dallas work lawyers aggressively argue for imposing and expanding worker rights. Because we do not represent employers, we are not interested in losing company customers by passionately defending workers.

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

Does your law practice have the essential resources to manage my case? Yes. With 7 dedicated full-time lawyers in Dallas, we have the resources to handle most cases.

Are you a solo specialist or does your firm employee several lawyers that can assist with my case? We are a genuine law practice that collaborates as a group.

What do other employment legal representatives think of you? Rob Wiley, Dallas work lawyer, has an excellent reputation. 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 called a Texas Super Lawyer by Thompson Reuters every year considering that 2014, called a Super Lawyers Rising Star from 2012-2013, and has actually been invited to speak at numerous attorney training conferences across the United States and worldwide.

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

Will you consult with me face-to-face for the preliminary consultation? Yes. We highly promote for face-to-face conferences. Most work cases are intricate. Our Dallas work attorneys desire to satisfy with you face to face to have a significant discussion about your case.

Will I meet a real attorney for my preliminary consultation? Yes. Unlike many law firms, we do not utilize paralegals or non-lawyer personnel for preliminary assessments.

Do you charge an initial assessment charge? If not, why not? Yes, we charge an assessment fee. By charging a consult fee, we drastically lower the variety of initial consultations. This allows us to have a lawyer present at every initial assessment. It likewise makes sure that the customers we see are severe about their case. Our company believe that many trustworthy work attorneys charge for a preliminary assessment. In our viewpoint, work lawyers who do not charge for a preliminary seek advice from are generally not extremely great.

The Law Office of Rob Wiley, P.C. represents staff members in a variety of disagreements with their employers. A number of our cases are before state and federal companies 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 specific cases, we also represent workers in class or cumulative actions and complex litigation.

Discrimination is forbidden 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, it is necessary to work with an attorney before suing with any government company such as the Equal Job Opportunity Commission (EEOC). We frequently represent workers before federal government firms and in court.

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

It is unlawful for a company to strike back against a worker for exercising work environment rights. This can include retaliation for grumbling about discrimination, harassment, work environment safety, unsettled overtime, or union arranging. Retaliatory acts include termination, failure to promote, or pay cuts. Retaliation can likewise include harassment or bullying designed to dissuade other employees from making grievances or doing something about it against the company. Employees who know financial or federal government fraud may have unique whistleblower securities. Our law office represents whistleblowers in procedures before the SEC, FINRA, and OSHA. We likewise represent whistleblowers in federal court actions worrying grant scams, Medicare/Medicaid scams, and defense contracting fraud.

Every year in the United States underpay their employees by billions of dollars. Most American employees are qualified to be paid (1) base pay which is presently $7.25 per hour, and (2) overtimes salaries of one-and-one-half times their routine hourly rate. Working off the clock, consisting of over lunch or after hours, is practically always illegal. Only specific high-level managers, administrators, and professionals may be paid a wage in lieu of overtime. The exceptions are scarce.

While many staff members are thought about tipped staff members and are paid $2.13 per hour, overall payment should be at least $7.25 per hour, consisting of pointers. Additionally, employers must pay tipped staff members $5.12 instead of $2.13 or $3.20 when working overtime. It is prohibited for a restaurant to need tipped staff members to pay damage charges, walked tabs, or share ideas with kitchen staff, janitors, or referall.us management.

Employees who get approved for household and medical leave are entitled to as much as twelve weeks of leave. Leave can be for the care of a spouse, moms and dad, or child. 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 needed basis. Employers can not retaliate versus staff members who are looking for leave, have taken leave, or are returning from leave. After taking leave, an employee must be returned to the very same or an equivalent position.

Under the Americans with Disabilities Act (“ADA”) an employer need to supply a handicapped staff member with affordable accommodations. if it would enable the staff member to perform the vital functions of the job. Reasonable accommodations could consist of, modifying work schedules, short term leave, working from home, or adjusting task duties.

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