Dallas Employment Lawyers

Rob Wiley, P.C. is a Dallas law office representing employees in claims against companies. Typical cases include work discrimination, retaliation, overdue or employment mispaid earnings, employment and failure to provide advantages like medical leave or sensible accommodation. We have actually been representing workers given that 2000 and have helped thousands of Dallas workers.

Our office is staffed by 6 lawyers focused entirely on employment law. We office out of a restored Victorian mansion initially integrated in 1910. We lie in the State-Thomas area of Uptown Dallas.

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

Having practiced employment law for more than a years, Rob Wiley understands it can be hard to discover a qualified employment legal representative in Texas. Most of our have actually never needed to employ a lawyer before. We suggest you ask these 10 questions to find the very best work attorney for you:

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

Do you generally represent workers or services? More than 99% of our clients are employees. Our Dallas work lawyers aggressively argue for enforcing 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 attorney who is Board Certified in Labor and Employment Law by the Texas Board of Legal Specialization? Yes. The Texas Board of Legal Specialization has certified Rob Wiley as a Professional in Labor and Employment Law.

Does your law office have the needed resources to manage my case? Yes. With 7 dedicated full-time lawyers in Dallas, we have the resources to handle most cases.

Are you a solo professional or employment does your company employee a number of lawyers that can assist with my case? We are a genuine law practice that collaborates as a group.

What do other employment lawyers think of you? Rob Wiley, Dallas employment legal representative, has an outstanding reputation. Mr. Wiley is a chosen member of the Dallas Bar Association’s Employment Law Council, is the previous 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 has actually been invited to speak at numerous legal representative training conferences throughout the United States and worldwide.

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

Will you consult with me in person for the preliminary assessment? Yes. We strongly advocate for face-to-face meetings. Most work cases are intricate. Our Dallas employment lawyers desire to meet with you face to face to have a significant conversation about your case.

Will I satisfy a real attorney for my initial assessment? Yes. Unlike lots of law office, we do not utilize paralegals or non-lawyer staff for initial consultations.

Do you charge a preliminary consultation charge? If not, why not? Yes, we charge a consultation charge. By charging a consult cost, we drastically decrease the variety of preliminary consultations. This enables us to have a lawyer present at every initial assessment. It likewise guarantees that the clients we see are severe about their case. We think that a lot of reputable work lawyers charge for a preliminary consultation. In our opinion, work lawyers who do not charge for employment an initial seek advice from are generally not excellent.

The Law Office of Rob Wiley, P.C. represents workers in a variety of conflicts with their companies. Much of our cases are before state and federal firms like the EEOC, the Department of Labor, or the Texas Workforce Commission. Other cases are submitted in state or federal court. Although the majority of our cases are individual cases, we also represent workers in class or collective actions and intricate lawsuits.

Discrimination is prohibited 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 crucial to work with an attorney before suing with any government agency such as the Equal Job Opportunity Commission (EEOC). We routinely represent staff members before federal government firms and in court.

It is illegal for a company to permit a hostile workplace under several state and federal laws. Generally, a hostile work environment occurs when a staff member experiences severe or prevalent harassment. For example, employment a supervisor who sexually pesters a subordinate can develop an unlawful hostile work environment. 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 an employer to retaliate against an employee for exercising work environment rights. This can consist of retaliation for complaining about discrimination, harassment, workplace safety, overdue overtime, or union arranging. Retaliatory acts consist of termination, failure to promote, or pay cuts. Retaliation can likewise include harassment or bullying designed to deter other staff members from making problems or taking action versus the employer. Employees who are mindful of financial or federal government fraud might have unique whistleblower protections. 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 workers by billions of dollars. Most American workers are qualified to be paid (1) minimum wage which is currently $7.25 per hour, and (2) overtimes salaries of one-and-one-half times their routine hourly rate. Working off the clock, consisting of over lunch or after hours, is often unlawful. Only specific high-level managers, administrators, and professionals might be paid a wage in lieu of overtime. The exceptions are rare.

While numerous employees are thought about tipped staff members and are paid $2.13 per hour, overall compensation must be at least $7.25 per hour, including tips. Additionally, companies need to pay tipped workers $5.12 instead of $2.13 or $3.20 when working overtime. It is unlawful for a dining establishment to require tipped workers to pay damage costs, strolled tabs, or share tips with kitchen area staff, janitors, or management.

Employees who get approved for household and medical leave are entitled to up to twelve weeks of leave. Leave can be for the care of a spouse, 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 versus staff members who are seeking leave, have taken leave, or are returning from leave. After taking leave, a staff member must be returned to the same or a comparable position.

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

The deadline to submit an employment claim can be incredibly short. If you are experiencing problems in your office or have actually been fired, call our workplace right away.