Dallas Employment Lawyers

Rob Wiley, P.C. is a Dallas law practice representing employees in suits against employers. Typical cases include employment discrimination, retaliation, unsettled or mispaid wages, and failure to supply advantages like medical leave or sensible lodging. We have been representing employees considering that 2000 and have actually helped thousands of Dallas employees.

Our workplace is staffed by six attorneys focused exclusively on work law. We office out of a restored Victorian mansion initially integrated in 1910. We lie in the State-Thomas location of Uptown Dallas.

If you are looking for a work attorney to represent you in a legal conflict, please contact us.

Having practiced work law for more than a decade, Rob Wiley understands it can be difficult to discover a certified work lawyer in Texas. The majority of our clients have never ever needed to employ a legal representative before. We recommend you ask these 10 concerns to discover the very best employment lawyer for you:

What portion of your practice is committed to employment law?The Law Office of Rob Wiley, P.C. dedicates practically all of our practice to employment law.

Do you generally represent employees or companies? More than 99% of our clients are workers. Our Dallas employment lawyers aggressively argue for employment imposing and expanding employee rights. Because we do not represent companies, we are not interested in losing business 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 actually accredited Rob Wiley as a Specialist in Labor and Employment Law.

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

Are you a solo practitioner or does your firm staff member a number of lawyers that can assist 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 legal representative, has an exceptional track record. 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 actually been called a Texas Super Lawyer by Thompson Reuters every year because 2014, called a Super Lawyers Rising Star from 2012-2013, and employment has been welcomed to speak at various lawyer training conferences throughout the United States and worldwide.

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 assessment? Yes. We highly promote for face-to-face meetings. Most work cases are complicated. Our Dallas employment lawyers want to fulfill with you in individual to have a significant conversation about your case.

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

Do you charge an initial consultation charge? If not, why not? Yes, we charge an assessment fee. By charging a speak with fee, we drastically lower the variety of preliminary assessments. This allows us to have a lawyer present at every preliminary assessment. It likewise ensures that the customers we see are serious about their case. We think that a lot of trusted work lawyers charge for a preliminary assessment. In our opinion, employment lawyers who do not charge for an initial seek advice from are normally not really good.

The Law Office of Rob Wiley, P.C. represents workers 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 . Although most of our cases are individual cases, we also represent employees in class or collective actions and intricate 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 employment other state and federal laws. In our experience, it is very important to hire a lawyer before suing with any government agency such as the Equal Employment Opportunity Commission (EEOC). We regularly represent staff members before government firms and in court.

It is prohibited for a company to permit a hostile work environment under several state and federal laws. Generally, a hostile workplace takes place when a worker experiences serious or employment pervasive harassment. For instance, a manager who sexually harasses a subordinate can develop an illegal hostile work environment. Similarly, use of the “n-word,” taunting a handicapped worker, or demeaning an employee’s religions might create a hostile workplace.

It is prohibited for a company to retaliate versus an employee for working out office rights. This can consist of retaliation for grumbling about discrimination, harassment, work environment safety, unpaid overtime, or union arranging. Retaliatory acts include termination, failure to promote, or pay cuts. Retaliation can likewise consist of harassment or bullying designed to discourage other workers from making problems or taking action versus the employer. Employees who are mindful of financial or government fraud may have unique whistleblower protections. Our law office represents whistleblowers in proceedings before the SEC, FINRA, and OSHA. We likewise represent whistleblowers in federal court actions concerning grant scams, Medicare/Medicaid scams, and defense contracting fraud.

Every year companies in the United States underpay their staff members by billions of dollars. Most American employees are qualified to be paid (1) base pay which is currently $7.25 per hour, and (2) overtimes earnings of one-and-one-half times their regular per hour rate. Sweating off the clock, consisting of over lunch or after hours, is practically constantly illegal. Only certain top-level supervisors, administrators, and professionals may be paid a wage in lieu of overtime. The exceptions are couple of and far between.

While numerous workers are considered tipped staff members and are paid $2.13 per hour, total settlement needs to be at least $7.25 per hour, consisting of ideas. Additionally, employers need to pay tipped employees $5.12 instead of $2.13 or $3.20 when working overtime. It is unlawful for a dining establishment to require tipped staff members to pay damage costs, strolled tabs, or share pointers with cooking area staff, janitors, or management.

Employees who qualify for family 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 serious 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 actually taken leave, or are returning from leave. After taking leave, an employee should be gone back to the exact same or a comparable position.

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

The due date to file an employment claim can be exceptionally brief. If you are experiencing problems in your office or have been fired, contact our workplace instantly.