Dallas Employment Lawyers

Rob Wiley, P.C. is a Dallas law office representing employees in claims against companies. Typical cases consist of employment discrimination, retaliation, overdue or mispaid earnings, and failure to offer advantages like medical leave or affordable accommodation. We have actually been representing workers since 2000 and have actually helped thousands of Dallas workers.

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

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

Having practiced employment law for more than a years, Rob Wiley knows it can be tough to find a certified work attorney in Texas. The majority of our clients have actually never ever needed to hire an attorney before. We recommend you ask these 10 questions to discover the 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 work law.

Do you normally represent employees or services? More than 99% of our clients are employees. Our Dallas work lawyers strongly argue for enforcing and expanding employee rights. Because we do not represent companies, we are not worried with losing company clients by passionately fighting for 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 certified Rob Wiley as an Expert in Labor and Employment Law.

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

Are you a solo professional or does your company staff member a number of attorneys that can assist with my case? We are a genuine law office that collaborates as a team.

What do other employment lawyers consider you? Rob Wiley, Dallas employment legal representative, has an excellent credibility. Mr. Wiley is an elected member of the Dallas Bar Association’s Employment Law Council, is the past president of the Dallas-Fort Worth Employment Lawyers Association, has been called a Texas Super Lawyer by Thompson Reuters every year because 2014, called a Super Lawyers Rising Star from 2012-2013, and has actually been invited to speak at numerous legal representative training conferences across the United States and worldwide.

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 preliminary consultation? Yes. We highly advocate for face-to-face meetings. Most work cases are complicated. Our Dallas employment attorneys wish to consult with you face to face to have a significant discussion about your case.

Will I fulfill an actual lawyer for my preliminary consultation? Yes. Unlike many law practice, we do not use paralegals or non-lawyer personnel for preliminary assessments.

Do you charge an initial assessment fee? If not, why not? Yes, we charge an assessment cost. By charging a speak with fee, referall.us we significantly lower the number of preliminary consultations. This allows us to have a lawyer present at every preliminary assessment. It likewise guarantees that the customers we see are severe about their case. We believe that most trustworthy employment attorneys charge for a preliminary assessment. In our viewpoint, employment attorneys who do not charge for an initial seek advice from are normally not excellent.

The Law Office of Rob Wiley, P.C. represents employees in a variety of conflicts with their companies. 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 submitted in state or federal court. Although the majority of our cases are specific cases, we likewise represent workers 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 important to hire a lawyer before submitting a claim with any government agency such as the Equal Job Opportunity Commission (EEOC). We regularly represent staff members before federal government companies and in court.

It is illegal for an employer to allow a hostile work environment under numerous state and federal laws. Generally, a hostile workplace happens when a worker experiences severe or prevalent harassment. For example, a manager who sexually bothers a subordinate can develop an unlawful hostile work environment. Similarly, usage of the “n-word,” taunting a disabled employee, or demeaning a staff member’s faiths might create a hostile work environment.

It is illegal for a company to strike back versus a staff member for exercising workplace rights. This can include retaliation for grumbling about discrimination, harassment, office security, unsettled overtime, or union organizing. Retaliatory acts consist of termination, failure to promote, or pay cuts. Retaliation can also consist of harassment or bullying created to dissuade other employees from making problems or taking action versus the employer. Employees who are mindful of monetary or federal government scams might have special whistleblower protections. Our law workplace represents whistleblowers in procedures before the SEC, FINRA, and OSHA. We also represent whistleblowers in federal court actions worrying grant fraud, Medicare/Medicaid scams, and defense contracting fraud.

Every year employers 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 earnings of one-and-one-half times their regular hourly rate. Working off the clock, consisting of over lunch or after hours, is usually prohibited. Only particular top-level supervisors, administrators, and specialists may be paid a salary in lieu of overtime. The are rare.

While numerous staff members are thought about tipped staff members and are paid $2.13 per hour, overall compensation needs to be at least $7.25 per hour, including pointers. Additionally, companies should pay tipped employees $5.12 rather of $2.13 or $3.20 when working overtime. It is unlawful for a dining establishment to need tipped workers to pay damage fees, strolled tabs, or share pointers with kitchen personnel, janitors, or management.

Employees who qualify for family and medical leave are entitled to up to 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 severe medical condition. Importantly, leave can be taken in blocks or on a periodic, as required basis. Employers can not retaliate against employees who are looking for leave, have actually taken leave, or are returning from leave. After taking leave, a worker must be gone back to the exact same or a comparable position.

Under the Americans with Disabilities Act (“ADA”) an employer must offer a handicapped staff member with sensible lodgings. if it would permit the staff member to perform the vital functions of the job. Reasonable accommodations might consist of, customizing work schedules, brief term leave, working from home, or changing job tasks.

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