Dallas Employment Lawyers

Rob Wiley, P.C. is a Dallas law office representing workers in claims against employers. Typical cases include employment discrimination, retaliation, unsettled or mispaid wages, and employment failure to provide benefits like medical leave or reasonable lodging. We have been representing staff members considering that 2000 and have helped countless Dallas workers.

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

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

Having practiced work law for more than a decade, Rob Wiley knows it can be tough to find a certified employment attorney in Texas. The majority of our customers have never ever needed to work with a lawyer before. We suggest you ask these 10 questions to find the very best work attorney for you:

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

Do you usually represent employees or employment businesses? More than 99% of our customers are employees. Our Dallas employment attorneys aggressively argue for enforcing and broadening worker rights. Because we do not represent companies, we are not interested in losing business customers by passionately defending employees.

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 certified Rob Wiley as a Professional in Labor and Employment Law.

Does your law firm have the required resources to handle my case? Yes. With seven devoted full-time lawyers in Dallas, we have the resources to deal with most cases.

Are you a solo specialist or does your firm staff member a number of attorneys that can assist with my case? We are a real law practice that interacts as a team.

What do other employment attorneys believe about you? Rob Wiley, Dallas work legal representative, has an exceptional reputation. 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 given that 2014, employment called a Super Lawyers Rising Star from 2012-2013, and has been welcomed to speak at various legal representative training conferences across the United States and globally.

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 in person for the initial consultation? Yes. We strongly advocate for in person meetings. Most work cases are complex. Our Dallas employment lawyers desire to satisfy with you in individual to have a significant discussion about your case.

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

Do you charge a preliminary assessment charge? If not, why not? Yes, we charge an assessment fee. By charging a speak with charge, we drastically decrease the number of initial consultations. This enables us to have a lawyer present at every initial consultation. It also guarantees that the clients we see are serious about their case. We think that most credible employment attorneys charge for an initial assessment. In our opinion, work attorneys who do not charge for a preliminary speak with are typically not excellent.

The Law Office of Rob Wiley, P.C. represents employees in a range of disputes with their employers. A lot 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 individual cases, we also represent workers in class or cumulative actions and complex 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, it is necessary to hire an attorney before submitting a claim with any federal government agency such as the Equal Job Opportunity Commission (EEOC). We frequently represent workers before federal government firms and in court.

It is prohibited for an employer to permit a hostile workplace under a number of state and federal laws. Generally, a hostile workplace takes place when a staff member experiences serious or pervasive harassment. For example, a supervisor who sexually pesters a subordinate can create an illegal hostile workplace. Similarly, usage of the “n-word,” taunting a handicapped employee, or demeaning a staff member’s religions could develop a hostile workplace.

It is illegal for a company to strike back against an employee for working out work environment rights. This can include retaliation for complaining about discrimination, harassment, workplace security, overdue overtime, or union organizing. Retaliatory acts consist of termination, failure to promote, or employment pay cuts. Retaliation can likewise consist of harassment or bullying developed to deter other workers from making grievances or acting versus the company. Employees who are mindful of financial or federal government scams may have unique whistleblower defenses. Our law office represents whistleblowers in procedures 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 employers in the United States underpay their workers by billions of dollars. Most American workers are qualified to be paid (1) base pay which is presently $7.25 per hour, and (2) overtimes wages of one-and-one-half times their regular hourly rate. Sweating off the clock, consisting of over lunch or after hours, is generally illegal. Only certain high-level managers, administrators, and professionals might 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 payment should be at least $7.25 per hour, including suggestions. Additionally, companies must pay tipped workers $5.12 instead of $2.13 or $3.20 when working overtime. It is illegal for a restaurant to require tipped staff members to pay breakage costs, walked tabs, or share suggestions with kitchen staff, janitors, or management.

Employees who get approved for household and medical leave are entitled to approximately twelve weeks of leave. Leave can be for the care of a spouse, moms and dad, 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 looking for leave, have taken leave, or are returning from leave. After taking leave, an employee needs to be gone back to the exact same or an .

Under the Americans with Disabilities Act (“ADA”) an employer need to supply a handicapped staff member with reasonable lodgings. if it would permit the worker to carry out the necessary functions of the job. Reasonable lodgings could include, modifying work schedules, short-term leave, working from home, employment or adjusting task duties.

The due date to submit a work claim can be exceptionally short. If you are experiencing issues in your workplace or have actually been fired, contact our workplace immediately.