Dallas Employment Lawyers

Rob Wiley, P.C. is a Dallas law firm representing workers in suits against companies. Typical cases consist of work discrimination, retaliation, unsettled or mispaid incomes, and failure to provide benefits like medical leave or reasonable lodging. We have actually been representing workers considering that 2000 and have actually helped countless Dallas workers.

Our office is staffed by 6 attorneys focused solely on work law. We office out of a brought back Victorian mansion originally built in 1910. We are located in the State-Thomas location of Uptown Dallas.

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

Having practiced work law for more than a years, Rob Wiley knows it can be hard to find a lawyer in Texas. The majority of our customers have never had to employ a legal representative before. We advise you ask these ten questions to discover the very best work legal representative for you:

What percentage of your practice is committed to employment law?The Law Office of Rob Wiley, P.C. devotes nearly all of our practice to employment law.

Do you generally represent workers or companies? More than 99% of our clients are staff members. Our Dallas employment lawyers aggressively argue for imposing and broadening employee rights. Because we do not represent companies, we are not concerned with losing service clients by passionately defending 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 accredited Rob Wiley as a Specialist in Labor and Employment Law.

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

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

What do other employment legal representatives think about you? Rob Wiley, Dallas work lawyer, 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 been named a Texas Super Lawyer by Thompson Reuters every year since 2014, called a Super Lawyers Rising Star from 2012-2013, and has actually been welcomed to speak at different lawyer training conferences across the United States and globally.

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

Will you meet me in person for the initial assessment? Yes. We strongly promote for face-to-face meetings. Most work cases are complicated. Our Dallas employment attorneys desire to meet you face to face to have a significant discussion about your case.

Will I fulfill an actual lawyer for my initial assessment? Yes. Unlike lots of law office, 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 a consultation fee. By charging a speak with charge, we drastically minimize the number of preliminary consultations. This enables us to have a lawyer present at every preliminary assessment. It likewise guarantees that the clients we see are serious about their case. Our company believe that the majority of trustworthy work lawyers charge for an initial consultation. In our opinion, employment attorneys who do not charge for a preliminary seek advice from are typically not excellent.

The Law Office of Rob Wiley, P.C. represents staff members in a variety of conflicts with their employers. Much of our cases are before state and federal firms 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 private cases, we also represent employees in class or cumulative actions and complicated litigation.

Discrimination is prohibited 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, somalibidders.com and other state and federal laws. In our experience, it is necessary to hire an attorney before suing with any federal government company such as the Equal Employment Opportunity Commission (EEOC). We frequently represent workers before federal government agencies and in court.

It is unlawful for an employer to permit a hostile work environment under a number of state and federal laws. Generally, a hostile workplace happens when an employee experiences extreme or pervasive harassment. For instance, a manager who sexually harasses a subordinate can produce an unlawful hostile workplace. Similarly, usage of the “n-word,” taunting a handicapped worker, or demeaning a staff member’s religious beliefs could produce a hostile workplace.

It is unlawful for an employer to retaliate versus an employee for working out work environment rights. This can include retaliation for grumbling about discrimination, harassment, office safety, unpaid overtime, or union arranging. Retaliatory acts include termination, failure to promote, or pay cuts. Retaliation can also include harassment or bullying created to dissuade other workers from making grievances or taking action against the employer. Employees who know monetary or government scams may have unique whistleblower protections. Our law office 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 qualified to be paid (1) minimum wage which is currently $7.25 per hour, and (2) overtimes wages of one-and-one-half times their regular per hour rate. Sweating off the clock, referall.us including over lunch or after hours, is generally illegal. Only certain high-level managers, administrators, and professionals might be paid a salary in lieu of overtime. The exceptions are rare.

While many workers are considered tipped workers and are paid $2.13 per hour, overall payment should be at least $7.25 per hour, including pointers. Additionally, employers should pay tipped staff members $5.12 rather of $2.13 or $3.20 when working overtime. It is unlawful for a restaurant to require tipped staff members to pay breakage costs, strolled tabs, or share pointers with cooking area staff, 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, moms and dad, or kid. Employees can also take personal medical leave for their own severe medical condition. Importantly, leave can be taken in blocks or on an intermittent, as required basis. Employers can not retaliate versus workers who are seeking leave, have actually departed, or are returning from leave. After departing, a staff member needs to be returned to the exact same or a comparable position.

Under the Americans with Disabilities Act (“ADA”) a company need to provide a handicapped staff member with sensible accommodations. if it would allow the staff member to carry out the important functions of the job. Reasonable lodgings could include, modifying work schedules, brief term leave, working from home, or adjusting task duties.

The due date to submit a work claim can be extremely brief. If you are experiencing problems in your work environment or have been fired, call our office right away.