Dallas Employment Lawyers

Rob Wiley, P.C. is a Dallas law practice representing workers in claims versus employers. Typical cases consist of employment discrimination, retaliation, unsettled or mispaid wages, and failure to supply advantages like medical leave or sensible accommodation. We have actually been representing workers since 2000 and have assisted countless Dallas workers.

Our workplace is staffed by 6 lawyers focused solely on work law. We workplace out of a brought back Victorian mansion originally constructed in 1910. We lie in the State-Thomas location of Uptown Dallas.

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

Having practiced work law for more than a decade, Rob Wiley knows it can be difficult to find a certified employment legal representative in Texas. Most of our customers have never had to employ a lawyer before. We advise you ask these 10 questions to discover the very best employment attorney for you:

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

Do you usually represent workers or businesses? More than 99% of our clients are workers. Our Dallas employment lawyers aggressively argue for imposing and expanding worker rights. Because we do not represent employers, we are not concerned with losing organization clients by passionately combating for 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 actually licensed Rob Wiley as an Expert in Labor and job Employment Law.

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

Are you a solo practitioner or does your company employee several attorneys that can help with my case? We are a genuine law office that interacts as a team.

What do other employment attorneys think about you? Rob Wiley, Dallas employment lawyer, has an outstanding credibility. 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 actually been called a Texas Super Lawyer by Thompson Reuters every year since 2014, named a Rising Star from 2012-2013, and has actually been welcomed to speak at numerous lawyer training conferences throughout the United States and worldwide.

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

Will you satisfy with me face-to-face for the initial assessment? Yes. We strongly advocate for face-to-face conferences. Most work cases are intricate. Our Dallas employment attorneys wish to consult with you personally to have a meaningful conversation about your case.

Will I meet an actual lawyer for my initial consultation? Yes. Unlike numerous law practice, we do not utilize paralegals or non-lawyer staff for initial consultations.

Do you charge an initial consultation charge? If not, job why not? Yes, we charge a consultation cost. By charging a consult cost, we drastically minimize the number of initial consultations. This allows us to have a lawyer present at every preliminary assessment. It also guarantees that the customers we see are serious about their case. We think that many trusted work attorneys charge for an initial assessment. In our opinion, work attorneys who do not charge for an initial speak with are typically not very great.

The Law Office of Rob Wiley, P.C. represents workers in a range of conflicts with their companies. Many of our cases are before state and federal agencies like the EEOC, the Department of Labor, or job the Texas Workforce Commission. Other cases are submitted in state or federal court. Although the majority of our cases are individual cases, we likewise represent employees in class or cumulative actions and complex lawsuits.

Discrimination is restricted 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 essential to employ a lawyer before submitting a claim with any federal government company such as the Equal Employment Opportunity Commission (EEOC). We frequently represent employees before government companies and in court.

It is prohibited for a company to permit a hostile work environment under a number of state and federal laws. Generally, a hostile work environment occurs when a worker experiences severe or prevalent harassment. For instance, a supervisor who sexually pesters a subordinate can develop an illegal hostile work environment. Similarly, usage of the “n-word,” ridiculing a handicapped worker, or demeaning a worker’s faiths might produce a hostile workplace.

It is prohibited for a company to strike back against an employee 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, job or pay cuts. Retaliation can also include harassment or bullying created to discourage other workers from making problems or acting versus the company. Employees who are aware of financial or federal government fraud might have special whistleblower securities. Our law office represents whistleblowers in proceedings before the SEC, FINRA, and OSHA. We likewise represent whistleblowers in federal court actions worrying grant fraud, 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) minimum wage which is presently $7.25 per hour, and (2) overtimes salaries of one-and-one-half times their routine per hour rate. Sweating off the clock, consisting of over lunch or after hours, is practically always prohibited. Only particular high-level managers, administrators, and experts may be paid a salary in lieu of overtime. The exceptions are rare.

While numerous employees are considered tipped employees and are paid $2.13 per hour, total payment needs to be at least $7.25 per hour, job consisting of suggestions. Additionally, employers must pay tipped employees $5.12 instead of $2.13 or $3.20 when working overtime. It is unlawful for a dining establishment to require tipped employees to pay breakage fees, strolled tabs, or share ideas with cooking area staff, janitors, or management.

Employees who qualify for 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 child. Employees can also take personal medical leave for their own severe medical condition. Importantly, leave can be taken in blocks or on a periodic, as needed basis. Employers can not retaliate versus employees who are looking for leave, have 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”) a company must supply a handicapped staff member with sensible lodgings. if it would allow the staff member to perform the necessary functions of the task. Reasonable accommodations could include, customizing work schedules, short term leave, working from home, or changing job responsibilities.

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