Dallas Employment Lawyers

Rob Wiley, P.C. is a Dallas law office representing employees in lawsuits versus companies. Typical cases consist of work discrimination, employment retaliation, unsettled or mispaid earnings, and failure to offer benefits like medical leave or employment affordable lodging. We have actually been representing employees since 2000 and have helped thousands of Dallas employees.

Our office is staffed by six attorneys focused entirely on work law. We workplace out of a brought back Victorian mansion initially developed in 1910. We are located in the State-Thomas area of Uptown Dallas.

If you are searching for an employment legal representative to represent you in a legal disagreement, please call us.

Having practiced work law for more than a decade, Rob Wiley knows it can be hard to discover a qualified employment lawyer in Texas. Most of our clients have actually never had to work with a lawyer before. We suggest you ask these 10 questions to discover the very best work legal representative for you:

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

Do you typically represent employees or companies? More than 99% of our clients are employees. Our Dallas employment lawyers strongly argue for imposing and expanding worker rights. Because we do not represent companies, we are not concerned with losing organization clients by passionately defending employees.

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 an Expert in Labor and Employment Law.

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

Are you a solo professional or does your firm employee several lawyers that can assist with my case? We are a genuine law office that works together as a group.

What do other work legal representatives think of you? Rob Wiley, Dallas work attorney, has an outstanding 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 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 invited to speak at numerous legal representative training conferences throughout the United States and internationally.

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

Will you satisfy with me face-to-face for the preliminary consultation? Yes. We highly advocate for in person meetings. Most work cases are complicated. Our Dallas work lawyers desire to meet you in person to have a significant conversation about your case.

Will I meet a real lawyer for my preliminary consultation? Yes. Unlike lots of law firms, we do not utilize paralegals or non-lawyer personnel for preliminary assessments.

Do you charge a preliminary consultation charge? If not, why not? Yes, we charge an assessment fee. By charging a consult charge, we considerably decrease the variety of initial consultations. This enables us to have a lawyer present at every initial consultation. It also makes sure that the clients we see are serious about their case. Our company believe that many respectable work lawyers charge for a preliminary assessment. In our opinion, employment lawyers who do not charge for an initial consult are typically not really great.

The Law Office of Rob Wiley, P.C. represents workers in a range of conflicts with their companies. Many of our cases are before state and federal firms 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 specific cases, we likewise represent workers in class or cumulative actions and complicated lawsuits.

Discrimination is forbidden 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 essential to work with an attorney before submitting a claim with any government firm such as the Equal Job Opportunity Commission (EEOC). We regularly represent employees before federal government agencies and in court.

It is unlawful for a company to permit a hostile work environment under a number of state and federal laws. Generally, a hostile work environment occurs when a staff member experiences serious or pervasive harassment. For example, employment a manager who sexually pesters a subordinate can develop an illegal hostile work environment. Similarly, usage of the “n-word,” taunting a handicapped employee, or demeaning an employee’s religions might create a hostile workplace.

It is unlawful for a company to strike back versus a worker for employment working out office rights. This can include retaliation for complaining about discrimination, harassment, work environment security, unpaid overtime, or union arranging. Retaliatory acts include termination, failure to promote, or pay cuts. Retaliation can also consist of harassment or bullying developed to discourage other employees from making or taking action versus the company. Employees who know financial or government fraud might have special whistleblower protections. Our law workplace 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 scams.

Every year employers in the United States underpay their workers by billions of dollars. Most American employees are qualified to be paid (1) base pay which is presently $7.25 per hour, and (2) overtimes wages of one-and-one-half times their routine per hour rate. Sweating off the clock, consisting of over lunch or after hours, is often illegal. Only particular top-level managers, administrators, and specialists may be paid an income in lieu of overtime. The exceptions are rare.

While many staff members are thought about tipped workers and are paid $2.13 per hour, total settlement must be at least $7.25 per hour, consisting of tips. Additionally, employers must pay tipped staff members $5.12 instead of $2.13 or $3.20 when working overtime. It is prohibited for a restaurant to need tipped staff members to pay damage costs, walked tabs, or share suggestions with kitchen staff, janitors, or management.

Employees who get approved for family and medical leave are entitled to as much as 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 serious medical condition. Importantly, leave can be taken in blocks or on a periodic, as required basis. Employers can not retaliate versus employees who are seeking leave, have actually departed, or are returning from leave. After departing, a staff member must be gone back to the same or a comparable position.

Under the Americans with Disabilities Act (“ADA”) a company must provide a disabled employee with sensible accommodations. if it would allow the worker to carry out the vital functions of the task. Reasonable accommodations could consist of, modifying work schedules, short term leave, working from home, or changing task tasks.

The deadline to submit a work claim can be exceptionally brief. If you are experiencing problems in your workplace or have been fired, call our workplace instantly.