Dallas Employment Lawyers

Rob Wiley, P.C. is a Dallas law practice representing workers in lawsuits against companies. Typical cases consist of employment discrimination, retaliation, overdue or mispaid earnings, and failure to offer advantages like medical leave or sensible accommodation. We have been representing workers given that 2000 and have actually assisted countless Dallas workers.

Our workplace is staffed by 6 lawyers focused entirely on employment law. We office out of a brought back Victorian estate originally developed in 1910. We are located in the State-Thomas location of Uptown Dallas.

If you are trying to find a work attorney to represent you in a legal conflict, please call us.

Having practiced employment law for more than a decade, Rob Wiley understands it can be tough to discover a qualified work legal representative in Texas. The majority of our customers have never needed to employ an attorney before. We suggest you ask these ten concerns to find the very best work attorney for you:

What percentage 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 typically represent employees or businesses? More than 99% of our customers are workers. Our Dallas work attorneys strongly argue for imposing and broadening worker rights. Because we do not represent employers, we are not worried about losing business clients by passionately combating 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 actually certified Rob Wiley as an Expert in Labor and Employment Law.

Does your law company have the required resources to manage my case? Yes. With 7 dedicated full-time attorneys in Dallas, we have the resources to handle most cases.

Are you a solo practitioner or does your company worker a number of lawyers that can help with my case? We are a real law practice that collaborates as a group.

What do other work lawyers think of 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 previous president of the Dallas-Fort Worth Employment Lawyers Association, has actually been called a Texas Super Lawyer by Thompson Reuters every year because 2014, named a Super Lawyers Rising Star from 2012-2013, and has actually been invited to speak at various legal representative training conferences throughout the United States and worldwide.

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

Will you meet me face-to-face for the initial assessment? Yes. We strongly promote for face-to-face conferences. Most employment cases are intricate. Our Dallas employment legal representatives wish to meet you face to face to have a significant discussion about your case.

Will I meet a real lawyer for my preliminary consultation? Yes. Unlike numerous law office, we do not utilize paralegals or non-lawyer personnel for initial consultations.

Do you charge an initial consultation fee? If not, why not? Yes, we charge an assessment cost. By charging a seek advice from cost, we considerably decrease the number of initial consultations. This allows us to have an attorney present at every preliminary assessment. It also makes sure that the customers we see are major about their case. Our company believe that most reputable work attorneys charge for a preliminary assessment. In our opinion, work attorneys who do not charge for a preliminary seek advice from are usually not great.

The Law Office of Rob Wiley, P.C. represents employees in a variety of disagreements with their companies. A lot of our cases are before state and federal agencies like the EEOC, the Department of Labor, or the Texas Workforce Commission. Other cases are submitted in state or federal court. Although most of our cases are specific cases, we likewise represent employees 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 laws. In our experience, it is necessary to hire a lawyer before suing with any federal government agency such as the Equal Job Opportunity Commission (EEOC). We routinely represent employees before federal government firms and in court.

It is unlawful for a company to permit a hostile workplace under numerous state and referall.us federal laws. Generally, a hostile work environment takes place when a staff member experiences severe or pervasive harassment. For instance, a supervisor who sexually bugs a subordinate can develop an illegal hostile work environment. Similarly, use of the “n-word,” teasing a disabled staff member, or demeaning an employee’s faiths might develop a hostile work environment.

It is prohibited for a company to retaliate versus a staff member for working out office rights. This can consist of retaliation for complaining about discrimination, harassment, office security, unpaid overtime, or union arranging. Retaliatory acts consist of termination, failure to promote, or pay cuts. Retaliation can also include harassment or bullying designed to deter other employees from making complaints or taking action against the company. Employees who are mindful of financial or government scams might 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 concerning 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) base pay which is presently $7.25 per hour, and (2) overtimes incomes of one-and-one-half times their regular hourly rate. Sweating off the clock, consisting of over lunch or after hours, is often illegal. Only particular top-level managers, administrators, and experts may be paid a wage in lieu of overtime. The exceptions are rare.

While lots of employees are considered tipped staff members and are paid $2.13 per hour, overall compensation must be at least $7.25 per hour, including suggestions. Additionally, companies should pay tipped workers $5.12 rather of $2.13 or $3.20 when working overtime. It is unlawful for a dining establishment to require tipped staff members to pay breakage charges, walked tabs, or share tips with kitchen staff, janitors, or management.

Employees who get approved for family and medical leave are entitled to approximately twelve weeks of leave. Leave can be for the care of a partner, moms and dad, or kid. Employees can also take personal medical leave for their own major 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 taken leave, or are returning from leave. After departing, a staff member should be gone back to the same or an equivalent position.

Under the Americans with Disabilities Act (“ADA”) an employer should provide a handicapped staff member with reasonable lodgings. if it would permit the worker to perform the vital functions of the task. Reasonable accommodations might include, modifying work schedules, short term leave, working from home, or adjusting task tasks.

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