Dallas Employment Lawyers

Rob Wiley, P.C. is a Dallas law firm representing workers in claims against employers. Typical cases include employment discrimination, retaliation, unsettled or mispaid salaries, and failure to supply advantages like medical leave or sensible accommodation. We have been representing staff members since 2000 and have assisted countless Dallas workers.

Our office is staffed by six attorneys focused solely on work law. We workplace out of a restored Victorian estate initially built in 1910. We are located in the State-Thomas area 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 work law for more than a years, Rob Wiley knows it can be tough to find a qualified employment lawyer in Texas. The majority of our customers have actually never needed to work with a legal representative before. We advise you ask these 10 questions to discover the finest employment legal representative for you:

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

Do you normally represent employees or organizations? More than 99% of our customers are employees. Our Dallas employment lawyers strongly argue for enforcing and expanding employee rights. Because we do not represent employers, we are not worried about losing company customers by passionately defending staff members.

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 an Expert in Labor and Employment Law.

Does your law firm have the essential resources to manage 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 numerous attorneys that can assist with my case? We are a real law firm that works together as a group.

What do other employment lawyers believe about you? Rob Wiley, Dallas employment attorney, has an excellent reputation. Mr. Wiley is an elected member of the Dallas Bar Association’s Employment Law Council, is the previous president of the Dallas-Fort Worth Employment Lawyers Association, has been called a Texas Super Lawyer by Thompson Reuters every year considering that 2014, called a Super Lawyers Rising Star from 2012-2013, and has actually been invited to speak at various attorney training conferences across the United States and globally.

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

Will you fulfill with me in person for the preliminary consultation? Yes. We highly promote for in person conferences. Most work cases are intricate. Our Dallas work attorneys desire to consult with you personally to have a meaningful conversation about your case.

Will I meet an actual attorney for my initial assessment? Yes. Unlike numerous law office, we do not use paralegals or non-lawyer personnel for initial assessments.

Do you charge an initial consultation charge? If not, why not? Yes, we charge an assessment charge. By charging a consult charge, we dramatically minimize the number of initial consultations. This allows us to have an attorney present at every preliminary assessment. It likewise ensures that the customers we see are severe about their case. Our company believe that a lot of trusted employment attorneys charge for employment an initial assessment. In our viewpoint, employment lawyers who do not charge for a preliminary seek advice from are normally not great.

The Law Office of Rob Wiley, P.C. represents staff members in a range of disputes with their employers. 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 filed in state or federal court. Although the majority of our cases are specific cases, we likewise represent workers in class or collective actions and complex litigation.

Discrimination is forbidden 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, it is necessary to hire a lawyer before suing with any federal government firm such as the Equal Employment Opportunity Commission (EEOC). We frequently represent staff members before federal government firms and in court.

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

It is unlawful for employment a company to strike back versus a worker for working out workplace rights. This can include retaliation for complaining about discrimination, harassment, work environment safety, overdue overtime, or union organizing. Retaliatory acts consist of termination, failure to promote, or pay cuts. Retaliation can also consist of harassment or bullying designed to deter other staff members from making problems or taking action against the company. Employees who know monetary or government scams might have special whistleblower defenses. Our law workplace represents whistleblowers in proceedings before the SEC, FINRA, and OSHA. We likewise represent whistleblowers in federal court actions concerning grant fraud, Medicare/Medicaid scams, and defense contracting fraud.

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

While lots of are considered tipped staff members and are paid $2.13 per hour, total settlement must be at least $7.25 per hour, including pointers. Additionally, companies should pay tipped workers $5.12 instead of $2.13 or $3.20 when working overtime. It is illegal for a restaurant to require tipped workers to pay breakage charges, walked tabs, or share tips with kitchen area personnel, janitors, or management.

Employees who get approved for family and employment medical leave are entitled to as much as twelve weeks of leave. Leave can be for the care of a spouse, parent, or child. Employees can likewise take individual 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 employees who are seeking leave, have actually taken leave, or are returning from leave. After taking leave, an employee should be gone back to the very same or an equivalent position.

Under the Americans with Disabilities Act (“ADA”) a company should supply a handicapped staff member with sensible accommodations. if it would allow the worker to perform the vital functions of the job. Reasonable lodgings might consist of, customizing work schedules, brief term leave, working from home, or adjusting job responsibilities.

The due date to submit a work claim can be incredibly short. If you are experiencing issues in your office or have been fired, contact our office instantly.