Dallas Employment Lawyers

Rob Wiley, P.C. is a Dallas law firm representing workers in suits versus companies. Typical cases consist of employment discrimination, retaliation, unpaid or mispaid salaries, and failure to provide benefits like medical leave or reasonable accommodation. We have been representing employees because 2000 and have helped thousands of Dallas employees.

Our office is staffed by 6 lawyers focused exclusively on work law. We office out of a brought back Victorian estate initially built in 1910. We lie in the State-Thomas location of Uptown Dallas.

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

Having practiced employment law for more than a decade, Rob Wiley knows it can be challenging to discover a certified employment legal representative in Texas. Most of our clients have never had to work with an attorney before. We advise you ask these 10 concerns to discover the very best employment attorney for you:

What portion of your practice is devoted to work law?The Law Office of Rob Wiley, P.C. devotes practically all of our practice to work law.

Do you generally represent employees or organizations? More than 99% of our customers are employees. Our Dallas work lawyers strongly argue for enforcing and broadening employee rights. Because we do not represent employers, we are not worried with losing organization customers by passionately fighting for 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 actually licensed Rob Wiley as an Expert in Labor and Employment Law.

Does your law firm have the essential resources to handle my case? Yes. With seven dedicated full-time lawyers in Dallas, we have the resources to manage most cases.

Are you a solo professional or does your company staff member numerous attorneys that can assist with my case? We are a real law company that interacts as a group.

What do other work lawyers consider you? Rob Wiley, Dallas employment legal representative, has an exceptional reputation. Mr. Wiley is a chosen member of the Dallas Bar Association’s Employment Law Council, is the past 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 been welcomed to speak at numerous lawyer training conferences across the United States and internationally.

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

Will you consult with me in person for the preliminary consultation? Yes. We highly advocate for face-to-face meetings. Most employment cases are intricate. Our Dallas employment legal representatives desire to meet you in individual to have a significant discussion about your case.

Will I satisfy a real lawyer for my preliminary consultation? Yes. Unlike numerous law office, employment we do not use paralegals or non-lawyer staff for preliminary assessments.

Do you charge a preliminary consultation charge? If not, why not? Yes, we charge an assessment cost. By charging a consult fee, we significantly lower the number of initial assessments. This permits us to have an attorney present at every initial consultation. It also ensures that the customers we see are serious about their case. We think that most respectable work lawyers charge for a preliminary consultation. In our viewpoint, employment work attorneys who do not charge for an initial speak with are normally not great.

The Law Office of Rob Wiley, P.C. represents employees in a range of disagreements with their employers. Much of our cases are before state and federal agencies like the EEOC, the Department of Labor, or the Texas Workforce Commission. Other cases are filed in state or federal court. Although many of our cases are individual cases, we also represent employees in class or collective actions and complex litigation.

Discrimination is restricted under Title VII of the Civil Liberty 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, employment it is necessary to work with a lawyer before suing with any federal government firm such as the Equal Employment Opportunity Commission (EEOC). We routinely represent employees before federal government firms and in court.

It is prohibited for a company to allow a hostile work environment under several state and federal laws. Generally, a hostile workplace takes place when a staff member experiences extreme or pervasive harassment. For employment instance, a manager who sexually harasses a subordinate can produce an unlawful hostile workplace. Similarly, usage of the “n-word,” taunting a disabled worker, or demeaning a worker’s faiths might create a hostile work environment.

It is illegal for an employer to retaliate against an employee for exercising office rights. This can consist of retaliation for grumbling about discrimination, harassment, work environment security, unsettled overtime, or union organizing. Retaliatory acts include termination, failure to promote, or pay cuts. Retaliation can likewise consist of harassment or bullying designed to discourage other employees from making complaints or acting against the company. Employees who know financial or government scams might have unique whistleblower defenses. Our law workplace represents whistleblowers in procedures before the SEC, FINRA, and OSHA. We likewise represent whistleblowers in federal court actions worrying grant fraud, Medicare/Medicaid fraud, and defense contracting scams.

Every year in the United States underpay their staff members by billions of dollars. Most American employees are eligible to be paid (1) minimum wage which is currently $7.25 per hour, and (2) overtimes incomes of one-and-one-half times their regular per hour rate. Sweating off the clock, consisting of over lunch or after hours, is almost always illegal. Only particular high-level managers, administrators, and professionals may be paid a salary in lieu of overtime. The exceptions are scarce.

While many staff members are considered tipped employees and are paid $2.13 per hour, total payment needs to 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 dining establishment to need tipped workers to pay breakage fees, strolled tabs, or share ideas with kitchen staff, janitors, or management.

Employees who qualify for family and medical leave are entitled to as much as twelve weeks of leave. Leave can be for the care of a partner, moms and dad, or kid. Employees can likewise take individual medical leave for their own serious medical condition. Importantly, employment leave can be taken in blocks or on an intermittent, as needed basis. Employers can not strike back against staff members who are looking for leave, have actually departed, or are returning from leave. After taking leave, a staff member should be returned to the very same or a comparable position.

Under the Americans with Disabilities Act (“ADA”) an employer should provide a disabled employee with sensible lodgings. if it would allow the employee to carry out the vital functions of the task. Reasonable accommodations could include, modifying work schedules, short-term leave, working from home, or adjusting job responsibilities.

The deadline to file a work claim can be extremely short. If you are experiencing issues in your work environment or have actually been fired, contact our office immediately.