Dallas Employment Lawyers

Rob Wiley, P.C. is a Dallas law practice representing workers in suits against companies. Typical cases consist of employment discrimination, retaliation, overdue or mispaid wages, and failure to offer advantages like medical leave or reasonable accommodation. We have actually been representing workers given that 2000 and have helped thousands of Dallas employees.

Our office is staffed by six attorneys focused solely on employment law. We office out of a restored Victorian estate originally constructed in 1910. We are situated in the State-Thomas location of Uptown Dallas.

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

Having practiced employment law for more than a years, Rob Wiley understands it can be challenging to find a qualified work legal representative in Texas. Most of our customers have actually never ever had to hire a legal representative before. We advise you ask these ten questions to find the very best employment lawyer for you:

What percentage of your practice is committed to employment law?The 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 attorneys aggressively argue for imposing and expanding worker rights. Because we do not represent employers, we are not concerned with losing company clients 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 accredited Rob Wiley as an Expert in Labor and Employment Law.

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

Are you a solo practitioner or does your company worker a number of lawyers that can assist with my case? We are a genuine law office that works together as a team.

What do other work lawyers think of you? Rob Wiley, Dallas work legal representative, has an exceptional credibility. 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 because 2014, named a Super Lawyers Rising Star from 2012-2013, and has actually been invited to speak at various legal representative training conferences across the United States and internationally.

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

Will you consult with me in person for the initial assessment? Yes. We highly advocate for face-to-face meetings. Most employment cases are complicated. Our Dallas work attorneys wish to consult with you face to face to have a meaningful conversation about your case.

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

Do you charge an initial assessment cost? If not, why not? Yes, we charge a consultation charge. By charging a consult cost, we considerably reduce the number of initial assessments. This enables us to have an attorney present at every preliminary consultation. It also makes sure that the clients we see are severe about their case. We think that a lot of credible work lawyers charge for an initial assessment. In our opinion, employment lawyers who do not charge for a preliminary speak with are usually not excellent.

The Law Office of Rob Wiley, P.C. represents workers in a variety of disputes with their employers. Many 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 private cases, we likewise represent workers in class or cumulative actions and intricate litigation.

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 referall.us federal laws. In our experience, it is necessary to work with an attorney before suing with any government agency such as the Equal Employment Opportunity Commission (EEOC). We routinely represent employees before federal government companies and in court.

It is illegal for a company to allow a hostile work environment under several state and federal laws. Generally, a hostile workplace happens when a staff member experiences serious or pervasive harassment. For instance, a manager who sexually pesters a subordinate can create an unlawful hostile work environment. Similarly, usage of the “n-word,” ridiculing a handicapped employee, or demeaning a worker’s faiths might develop a hostile workplace.

It is unlawful for a company to strike back versus a staff member for exercising office rights. This can consist of retaliation for grumbling about discrimination, harassment, workplace security, unsettled overtime, or union organizing. Retaliatory acts consist of termination, failure to promote, or pay cuts. Retaliation can also consist of harassment or bullying developed to dissuade other employees from making problems or taking action versus the employer. Employees who understand monetary or government scams might have special whistleblower securities. Our law office represents whistleblowers in proceedings before the SEC, FINRA, and OSHA. We also represent whistleblowers in federal court actions worrying grant scams, Medicare/Medicaid scams, and defense contracting fraud.

Every year employers 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 presently $7.25 per hour, and (2) overtimes earnings of one-and-one-half times their regular per hour rate. Working off the clock, consisting of over lunch or after hours, is generally illegal. Only certain top-level supervisors, administrators, and specialists may be paid an income in lieu of overtime. The exceptions are scarce.

While numerous staff members are thought about tipped employees and are paid $2.13 per hour, overall payment must be at least $7.25 per hour, consisting of ideas. Additionally, employers must pay tipped employees $5.12 rather of $2.13 or $3.20 when working overtime. It is unlawful for a dining establishment to need tipped employees to pay breakage fees, walked tabs, or share pointers with cooking area staff, janitors, or management.

Employees who get approved for family and medical leave are entitled to up to twelve weeks of leave. Leave can be for the care of a partner, moms and dad, or child. Employees can likewise take personal medical leave for their own severe medical condition. Importantly, leave can be taken in blocks or on an intermittent, as needed basis. Employers can not strike back versus workers who are looking for leave, have actually taken leave, or are returning from leave. After departing, an employee should be gone back to the exact same or an equivalent position.

Under the Americans with Disabilities Act (“ADA”) a company should provide a handicapped staff member with sensible lodgings. if it would allow the employee to perform the vital functions of the task. Reasonable lodgings might include, modifying work schedules, short-term leave, somalibidders.com working from home, or changing task duties.

The due date to submit an employment claim can be incredibly brief. If you are experiencing issues in your office or have actually been fired, call our office immediately.