Dallas Employment Lawyers

Rob Wiley, P.C. is a Dallas law practice representing employees in lawsuits against companies. Typical cases include employment discrimination, retaliation, unpaid or mispaid wages, and failure to provide advantages like medical leave or affordable lodging. We have been staff members considering that 2000 and employment have helped thousands of Dallas employees.

Our office is staffed by 6 attorneys focused exclusively on employment law. We workplace out of a restored Victorian mansion initially built in 1910. We are located in the State-Thomas area of Uptown Dallas.

If you are looking for a work legal representative 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 difficult to discover a certified employment attorney in Texas. The majority of our customers have actually never ever had to work with a lawyer before. We recommend you ask these ten concerns to discover the very best employment lawyer for you:

What percentage of your practice is devoted to employment law?The Law Office of Rob Wiley, P.C. commits nearly all of our practice to employment law.

Do you usually represent employees or organizations? More than 99% of our customers are workers. Our Dallas employment attorneys aggressively argue for imposing and broadening worker rights. Because we do not represent companies, we are not interested in losing service customers 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 actually accredited Rob Wiley as a Professional in Labor and Employment Law.

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

Are you a solo professional or does your company worker several lawyers that can assist with my case? We are a real law office that collaborates as a group.

What do other work attorneys think of you? Rob Wiley, Dallas work lawyer, has an outstanding track record. 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 given that 2014, called a Super Lawyers Rising Star from 2012-2013, and has actually been invited to speak at different legal representative training conferences throughout the United States and globally.

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

Will you meet me face-to-face for employment the initial assessment? Yes. We highly advocate for face-to-face conferences. Most work cases are complicated. Our Dallas employment attorneys wish to fulfill with you in individual to have a significant conversation about your case.

Will I fulfill an actual lawyer for my initial assessment? Yes. Unlike numerous law companies, we do not use paralegals or non-lawyer staff for initial consultations.

Do you charge an initial assessment cost? If not, why not? Yes, we charge a consultation cost. By charging a speak with fee, we dramatically reduce the variety of initial consultations. This allows us to have an attorney present at every initial assessment. It also makes sure that the clients we see are serious about their case. We believe that a lot of reliable work attorneys charge for a preliminary consultation. In our viewpoint, work attorneys who do not charge for a preliminary consult are typically not extremely excellent.

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 companies like the EEOC, the Department of Labor, or the Texas Workforce Commission. Other cases are filed in state or employment federal court. Although many of our cases are private cases, we also represent employees in class or cumulative actions and complex lawsuits.

Discrimination is prohibited 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 hire a lawyer before suing with any federal government agency such as the Equal Employment Opportunity Commission (EEOC). We frequently represent workers before government companies and in court.

It is prohibited for a company to allow a hostile workplace under a number of state and federal laws. Generally, a hostile work environment happens when an employee experiences severe or pervasive harassment. For instance, a manager who sexually bothers a subordinate can create an illegal hostile work environment. Similarly, usage of the “n-word,” ridiculing a handicapped worker, or demeaning an employee’s spiritual beliefs might create a hostile workplace.

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

Every year companies in the United States underpay their employees 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 wages of one-and-one-half times their regular hourly rate. Sweating off the clock, including over lunch or after hours, is usually illegal. Only particular high-level managers, administrators, and experts might be paid an income in lieu of overtime. The exceptions are rare.

While numerous workers are considered tipped staff members and are paid $2.13 per hour, total compensation should be at least $7.25 per hour, consisting of pointers. Additionally, companies must pay tipped workers $5.12 rather of $2.13 or $3.20 when working overtime. It is illegal for a dining establishment to require tipped workers to pay breakage charges, strolled tabs, or share suggestions with kitchen personnel, janitors, or management.

Employees who receive household and medical leave are entitled to as much as twelve weeks of leave. Leave can be for employment the care of a spouse, parent, or child. Employees can also 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 strike back against employees who are looking for leave, have departed, or are returning from leave. After taking leave, a staff member should be returned to the exact same or a comparable position.

Under the Americans with Disabilities Act (“ADA”) a company should supply a disabled staff member with affordable lodgings. if it would permit the staff member to carry out the essential functions of the job. Reasonable lodgings could consist of, customizing work schedules, short term leave, working from home, or adjusting task duties.

The due date to submit an employment claim can be exceptionally brief. If you are experiencing problems in your workplace or have actually been fired, contact our workplace right away.