Dallas Employment Lawyers

Rob Wiley, P.C. is a Dallas law practice representing workers in claims against employers. Typical cases include work discrimination, retaliation, unpaid or mispaid wages, and failure to offer advantages like medical leave or sensible lodging. We have been representing staff members considering that 2000 and have helped countless Dallas workers.

Our office is staffed by six lawyers focused solely on employment law. We office out of a restored Victorian mansion initially integrated in 1910. We are located in the State-Thomas location of Uptown Dallas.

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

Having practiced employment law for more than a years, Rob Wiley understands it can be challenging to discover a qualified work legal representative in Texas. Most of our customers have never needed to employ a lawyer before. We recommend you ask these ten concerns to discover the very best work lawyer for you:

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

Do you normally represent workers or businesses? More than 99% of our clients are employees. Our Dallas employment attorneys strongly argue for implementing and expanding employee rights. Because we do not represent companies, we are not worried with losing business customers by passionately combating for workers.

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

Does your law office have the needed resources to handle my case? Yes. With seven dedicated full-time attorneys in Dallas, we have the resources to deal with most cases.

Are you a solo practitioner or does your company worker several lawyers that can assist with my case? We are a genuine law company that interacts as a group.

What do other work lawyers think of you? Rob Wiley, Dallas employment attorney, has an outstanding reputation. Mr. Wiley is a chosen member of the Dallas Bar Association’s Employment Law Council, is the previous president of the Dallas-Fort Worth Employment Lawyers Association, has actually been called a Texas Super Lawyer by Thompson Reuters every year given that 2014, named a Super Lawyers Rising Star from 2012-2013, and has actually been welcomed to speak at various lawyer training conferences throughout the United States and globally.

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

Will you meet with me face-to-face for the initial assessment? Yes. We highly advocate for face-to-face meetings. Most employment cases are complicated. Our Dallas employment legal representatives wish to consult with you personally to have a significant discussion about your case.

Will I fulfill a real lawyer for my initial consultation? Yes. Unlike many law practice, we do not utilize paralegals or non-lawyer staff for initial consultations.

Do you charge a preliminary assessment cost? If not, why not? Yes, we charge an assessment charge. By charging a consult cost, we considerably minimize the variety of preliminary consultations. This allows us to have a lawyer present at every preliminary consultation. It likewise ensures that the customers we see are serious about their case. Our company believe that most reputable employment attorneys charge for an initial consultation. In our opinion, employment attorneys who do not charge for a preliminary consult are usually not great.

The Law Office of Rob Wiley, P.C. represents employees in a variety of conflicts with their companies. Much 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 the majority of our cases are private cases, we likewise represent workers in class or collective actions and complicated lawsuits.

Discrimination is prohibited 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 very important to employ a lawyer before suing with any government company such as the Equal Employment Opportunity Commission (EEOC). We routinely represent workers before government companies and in court.

It is illegal for an employer to permit a hostile workplace under a number of state and federal laws. Generally, a hostile work environment occurs when a worker experiences extreme or pervasive harassment. For instance, a manager who sexually pesters a subordinate can create an illegal hostile work environment. Similarly, use of the “n-word,” teasing a disabled employee, or demeaning an employee’s faiths could develop a hostile workplace.

It is prohibited for a company to strike back against a worker for exercising work environment rights. This can consist of retaliation for grumbling about discrimination, harassment, work environment security, unsettled overtime, or union organizing. Retaliatory acts consist of termination, failure to promote, or pay cuts. Retaliation can also include harassment or bullying developed to dissuade other workers from making grievances or taking action versus the company. Employees who are aware of financial or government fraud might have unique whistleblower defenses. Our law office represents whistleblowers in proceedings before the SEC, FINRA, and OSHA. We also represent whistleblowers in federal court actions concerning grant fraud, Medicare/Medicaid scams, and defense contracting fraud.

Every year companies in the United States underpay their staff members by billions of dollars. Most American employees are qualified to be paid (1) minimum wage which is currently $7.25 per hour, and (2) overtimes incomes of one-and-one-half times their regular per hour rate. Working off the clock, consisting of over lunch or after hours, is practically constantly illegal. Only certain high-level supervisors, administrators, and specialists may be paid an income in lieu of overtime. The exceptions are scarce.

While many workers are considered tipped workers and are paid $2.13 per hour, overall payment should be at least $7.25 per hour, consisting of tips. Additionally, employers need to pay tipped staff members $5.12 instead of $2.13 or $3.20 when working overtime. It is unlawful for a dining establishment to need tipped workers to pay breakage costs, walked tabs, or share suggestions with kitchen area personnel, janitors, or management.

Employees who get approved for household and medical leave are entitled to up to twelve weeks of leave. Leave can be for the care of a spouse, parent, referall.us or child. 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 required basis. Employers can not strike back versus workers who are seeking leave, have actually departed, or are returning from leave. After departing, an employee must be returned to the exact same or a comparable position.

Under the Americans with Disabilities Act (“ADA”) an employer should offer a handicapped worker with sensible accommodations. if it would permit the employee to perform the necessary functions of the job. Reasonable accommodations could include, customizing work schedules, brief term leave, working from home, or adjusting job duties.

The due date to file an employment claim can be extremely brief. If you are experiencing issues in your work environment or have actually been fired, call our office right away.