Dallas Employment Lawyers

Rob Wiley, P.C. is a Dallas law company representing workers in lawsuits versus employers. Typical cases consist of work discrimination, retaliation, overdue or mispaid salaries, and failure to supply advantages like medical leave or sensible accommodation. We have been representing employees since 2000 and have assisted thousands of Dallas workers.

Our office is staffed by 6 lawyers focused exclusively on work law. We workplace 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 searching for a work legal representative to represent you in a legal disagreement, please contact us.

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

Do you normally represent workers or companies? More than 99% of our clients are employees. Our Dallas work attorneys strongly argue for imposing and expanding employee rights. Because we do not represent companies, we are not worried with losing business clients by passionately battling for staff members.

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 accredited Rob Wiley as a Specialist in Labor and Employment Law.

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

Are you a solo specialist or does your company staff member several attorneys that can assist with my case? We are a genuine law office that interacts as a team.

What do other work legal representatives think about you? Rob Wiley, Dallas employment lawyer, has an excellent reputation. 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 actually been called a Texas Super Lawyer by Thompson Reuters every year because 2014, called a Super Lawyers Rising Star from 2012-2013, and has been welcomed to speak at different attorney 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 assessment? Yes. We strongly promote for face-to-face conferences. Most employment cases are complex. Our Dallas employment attorneys desire to satisfy with you face to face to have a significant discussion about your case.

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

Do you charge an initial assessment cost? If not, why not? Yes, we charge a consultation charge. By charging a speak with charge, we drastically reduce the variety of preliminary consultations. This enables us to have a lawyer present at every initial assessment. It also ensures that the customers we see are major about their case. Our company believe that a lot of reputable employment attorneys charge for employment an initial assessment. In our viewpoint, employment attorneys who do not charge for an initial speak with are normally not great.

The Law Office of Rob Wiley, P.C. represents staff members in a variety of disputes with their companies. A number of our cases are before state and federal companies like the EEOC, the Department of Labor, or employment the Texas Workforce Commission. Other cases are filed in state or federal court. Although the majority of our cases are individual cases, we also represent workers in class or collective actions and complex litigation.

Discrimination is forbidden under Title VII of the Civil Rights Act of 1964, the Americans with Disabilities Act, the Age Discrimination in Employment Act, employment the Pregnancy Discrimination Act, and other state and federal laws. In our experience, it is very important to employ a lawyer before filing a claim with any federal government firm such as the Equal Job Opportunity Commission (EEOC). We regularly represent staff members before government agencies and in court.

It is unlawful for an employer to permit a hostile work environment under several state and federal laws. Generally, a hostile workplace takes place when a worker experiences extreme or pervasive harassment. For example, a manager who sexually harasses a subordinate can develop an unlawful hostile workplace. Similarly, use of the “n-word,” ridiculing a disabled staff member, or demeaning a worker’s faiths could 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 complaining about discrimination, harassment, work environment safety, unpaid overtime, or union arranging. Retaliatory acts consist of termination, failure to promote, or pay cuts. Retaliation can likewise include harassment or bullying developed to dissuade other employees from making problems or taking action against the employer. Employees who are aware of financial or government fraud may have unique whistleblower protections. Our law office represents whistleblowers in proceedings before the SEC, employment FINRA, and OSHA. We likewise represent whistleblowers in federal court actions worrying grant scams, 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 qualified to be paid (1) minimum wage which is presently $7.25 per hour, and (2) overtimes wages of one-and-one-half times their regular hourly rate. Working off the clock, consisting of over lunch or after hours, is nearly always prohibited. Only particular top-level managers, administrators, and experts may be paid a wage in lieu of overtime. The exceptions are few and far in between.

While many workers are thought about tipped workers and are paid $2.13 per hour, overall payment needs to be at least $7.25 per hour, including ideas. Additionally, companies should pay tipped workers $5.12 rather of $2.13 or $3.20 when working overtime. It is illegal for a dining establishment to need tipped employees to pay damage costs, walked tabs, or share suggestions with cooking 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 partner, parent, or kid. Employees can likewise take personal 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 versus staff members who are looking for leave, have taken leave, or are returning from leave. After departing, a staff member needs to be gone back to the exact same or a comparable position.

Under the Americans with Disabilities Act (“ADA”) an employer should offer a disabled employee with affordable accommodations. if it would allow the worker to carry out the vital functions of the job. Reasonable accommodations might consist of, customizing work schedules, brief term leave, working from home, or adjusting task tasks.

The due date to submit an employment claim can be extremely short. If you are problems in your office or have actually been fired, call our office immediately.