Dallas Employment Lawyers

Rob Wiley, P.C. is a Dallas law office representing employees in suits versus companies. Typical cases consist of work discrimination, retaliation, unsettled or mispaid earnings, and failure to supply advantages like medical leave or sensible lodging. We have been representing workers because 2000 and have assisted thousands of Dallas employees.

Our office is staffed by six lawyers focused exclusively on work law. We office out of a brought back Victorian estate initially built in 1910. We are located in the State-Thomas area of Uptown Dallas.

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

Having practiced employment law for more than a decade, Rob Wiley understands it can be difficult to discover a qualified employment lawyer in Texas. Most of our customers have actually never ever needed to employ a legal representative before. We advise you ask these 10 questions to discover the best employment legal representative for you:

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

Do you usually represent employees or services? More than 99% of our clients are staff members. Our Dallas work lawyers strongly argue for implementing and expanding worker rights. Because we do not represent employers, we are not interested in losing service 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 office have the needed resources to manage my case? Yes. With seven devoted full-time attorneys in Dallas, we have the resources to handle most cases.

Are you a solo professional or does your company staff member numerous lawyers that can help with my case? We are a real law firm that works together as a group.

What do other employment attorneys consider you? Rob Wiley, Dallas employment attorney, 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, employment has actually 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 numerous legal representative training conferences throughout the United States and internationally.

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 advocate for in person meetings. Most employment cases are complicated. Our Dallas employment legal representatives wish to meet with you in individual to have a meaningful discussion about your case.

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

Do you charge an initial consultation cost? If not, why not? Yes, we charge an assessment fee. By charging a consult cost, we considerably reduce the variety of initial consultations. This enables us to have an attorney present at every preliminary assessment. It also guarantees that the customers we see are major about their case. Our company believe that the majority of trustworthy employment attorneys charge for a preliminary consultation. In our opinion, work who do not charge for a preliminary seek advice from are usually not great.

The Law Office of Rob Wiley, P.C. represents staff members in a variety of disagreements with their employers. Many of our cases are before state and federal companies like the EEOC, the Department of Labor, or the Texas Workforce Commission. Other cases are filed in state or federal court. Although many of our cases are private cases, we also represent employees in class or collective actions and intricate lawsuits.

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, it is essential to hire a lawyer before suing with any government agency such as the Equal Job Opportunity Commission (EEOC). We regularly represent workers before government agencies and in court.

It is prohibited for a company to permit a hostile work environment under several state and federal laws. Generally, a hostile workplace occurs when a staff member experiences severe or employment pervasive harassment. For instance, a manager who sexually harasses a subordinate can create an illegal hostile work environment. Similarly, usage of the “n-word,” taunting a handicapped staff member, or demeaning a staff member’s religions might develop a hostile workplace.

It is unlawful for a company to strike back against a staff member for working out work environment rights. This can include retaliation for grumbling about discrimination, employment harassment, workplace security, unpaid overtime, or union organizing. Retaliatory acts include termination, failure to promote, employment or pay cuts. Retaliation can likewise include harassment or bullying developed to dissuade other staff members from making grievances or taking action against the company. Employees who are mindful of monetary or federal government scams may have special whistleblower securities. Our law office represents whistleblowers in proceedings before the SEC, employment FINRA, and OSHA. We likewise represent whistleblowers in federal court actions worrying grant scams, Medicare/Medicaid fraud, 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 wages of one-and-one-half times their routine per hour rate. Sweating off the clock, consisting of over lunch or after hours, is often illegal. Only particular top-level supervisors, administrators, and experts might be paid a salary in lieu of overtime. The exceptions are couple of and far in between.

While numerous staff members are thought about tipped employees and are paid $2.13 per hour, overall payment should be at least $7.25 per hour, consisting of suggestions. Additionally, employers need to 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 employees to pay breakage charges, walked tabs, or share tips with cooking area personnel, janitors, or management.

Employees who receive family and medical leave are entitled to as much as twelve weeks of leave. Leave can be for the care of a partner, parent, or kid. Employees can likewise 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 workers who are looking for leave, have departed, or are returning from leave. After taking leave, a worker needs to be gone back to the very same or employment an equivalent position.

Under the Americans with Disabilities Act (“ADA”) a company need to provide a handicapped employee with reasonable accommodations. if it would enable the employee to perform the vital functions of the job. Reasonable lodgings might include, modifying work schedules, short-term leave, working from home, or adjusting task duties.

The due date to submit a work claim can be exceptionally short. If you are experiencing issues in your office or have been fired, call our office instantly.