Dallas Employment Lawyers

Rob Wiley, P.C. is a Dallas law firm representing workers in claims versus companies. Typical cases include work discrimination, retaliation, unpaid or mispaid salaries, and failure to supply benefits like medical leave or reasonable accommodation. We have actually been representing workers since 2000 and have assisted thousands of Dallas workers.

Our office is staffed by six attorneys focused exclusively on employment law. We workplace out of a restored Victorian mansion originally developed in 1910. We lie in the State-Thomas area of Uptown Dallas.

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

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

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

Do you generally represent workers or organizations? More than 99% of our customers are staff members. Our Dallas work attorneys aggressively argue for imposing and broadening worker rights. Because we do not represent companies, we are not worried with losing business 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 licensed Rob Wiley as a Professional in Labor and Employment Law.

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

Are you a solo professional or does your firm worker several attorneys that can assist with my case? We are a real law company that interacts as a team.

What do other work lawyers think about you? Rob Wiley, Dallas work legal representative, has an exceptional 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 named a Texas Super Lawyer by Thompson Reuters every year considering that 2014, called a Super Lawyers Rising Star from 2012-2013, and has been welcomed to speak at various lawyer training conferences across the United States and globally.

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

Will you consult with me face-to-face for the initial assessment? Yes. We highly advocate for in person conferences. Most work cases are complex. Our Dallas employment attorneys wish to meet with you in individual to have a significant conversation about your case.

Will I meet a real attorney for my initial assessment? Yes. Unlike numerous law practice, we do not utilize paralegals or non-lawyer staff for .

Do you charge a preliminary assessment charge? If not, why not? Yes, we charge a consultation charge. By charging a speak with charge, we dramatically lower the variety of initial assessments. This allows us to have a lawyer present at every initial assessment. It also guarantees that the clients we see are major about their case. Our company believe that most reliable employment attorneys charge for a preliminary consultation. In our opinion, employment legal representatives who do not charge for a preliminary consult are typically not very excellent.

The Law Office of Rob Wiley, P.C. represents staff members in a variety of disputes with their companies. A number of our cases are before state and 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 private cases, we also represent workers in class or cumulative actions and intricate 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 crucial to hire an attorney before filing a claim with any federal government agency such as the Equal Employment Opportunity Commission (EEOC). We frequently represent workers before government companies and in court.

It is illegal for a company to allow a hostile work environment under a number of state and federal laws. Generally, a hostile work environment happens when an employee experiences severe or pervasive harassment. For instance, a supervisor who sexually pesters a subordinate can produce an illegal hostile workplace. Similarly, usage of the “n-word,” teasing a disabled employee, or demeaning an employee’s faiths might develop a hostile workplace.

It is illegal for an employer to retaliate versus a staff member for exercising work environment rights. This can include retaliation for complaining about discrimination, harassment, work environment security, overdue overtime, or union arranging. Retaliatory acts consist of termination, failure to promote, or pay cuts. Retaliation can likewise include harassment or bullying created to dissuade other employees from making problems or taking action against the company. Employees who understand financial or government fraud might have unique whistleblower securities. Our law workplace represents whistleblowers in proceedings before the SEC, FINRA, and OSHA. We also represent whistleblowers in federal court actions worrying grant scams, Medicare/Medicaid scams, and defense contracting fraud.

Every year companies 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 salaries of one-and-one-half times their routine per hour rate. Working off the clock, including over lunch or after hours, is usually illegal. Only specific high-level supervisors, administrators, and experts may be paid a salary in lieu of overtime. The exceptions are few and far between.

While lots of staff members are considered tipped staff members and are paid $2.13 per hour, overall compensation must be at least $7.25 per hour, including ideas. Additionally, employers need to pay tipped staff members $5.12 rather of $2.13 or $3.20 when working overtime. It is unlawful for a dining establishment to need tipped staff members to pay damage fees, walked tabs, referall.us or share pointers with kitchen area staff, 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 partner, parent, 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 required basis. Employers can not strike back against staff members who are looking for leave, have actually taken leave, or are returning from leave. After taking leave, an employee needs to be returned to the same or a comparable position.

Under the Americans with Disabilities Act (“ADA”) an employer must offer a disabled employee with reasonable lodgings. if it would allow the staff member to perform the important functions of the task. Reasonable lodgings could include, customizing work schedules, brief term leave, working from home, or adjusting task duties.

The due date to file an employment claim can be incredibly short. If you are experiencing issues in your workplace or have been fired, contact our workplace right away.