Dallas Employment Lawyers

Rob Wiley, P.C. is a Dallas law office representing employees in lawsuits against employers. Typical cases include work discrimination, retaliation, unsettled or mispaid incomes, and failure to offer benefits like medical leave or affordable accommodation. We have been representing staff members because 2000 and have actually assisted thousands of Dallas workers.

Our workplace is staffed by 6 lawyers focused exclusively on employment law. We workplace out of a brought back Victorian mansion originally developed in 1910. We lie in the State-Thomas area of Uptown Dallas.

If you are trying to find an employment attorney to represent you in a legal disagreement, 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. Most of our customers have never needed to employ a legal representative before. We recommend you ask these ten questions to discover the very best work lawyer for you:

What percentage of your practice is devoted to work law?The Law Office of Rob Wiley, P.C. devotes practically all of our practice to work law.

Do you usually represent employees or organizations? More than 99% of our customers are staff members. Our Dallas work lawyers strongly argue for enforcing and expanding worker rights. Because we do not represent companies, we are not worried with losing business 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 company have the needed resources to manage my case? Yes. With 7 dedicated full-time attorneys in Dallas, we have the resources to manage most cases.

Are you a solo practitioner or does your company employee numerous attorneys that can assist with my case? We are a real law practice that collaborates as a team.

What do other employment attorneys think of you? Rob Wiley, Dallas work attorney, has an exceptional track record. 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 since 2014, job called a Super Lawyers Rising Star from 2012-2013, and has actually been welcomed to speak at different legal representative training conferences across 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 meet me face-to-face for the initial consultation? Yes. We highly promote for in person conferences. Most employment cases are complicated. Our Dallas work legal representatives want to consult with you personally to have a meaningful conversation about your case.

Will I satisfy an actual lawyer for my preliminary assessment? Yes. Unlike lots of law companies, we do not utilize paralegals or non-lawyer personnel for preliminary assessments.

Do you charge a preliminary consultation fee? If not, why not? Yes, we charge a consultation fee. By charging a consult charge, we significantly minimize the number of preliminary assessments. This enables us to have an attorney present at every initial assessment. It also ensures that the customers we see are serious about their case. We believe that most trusted work lawyers charge for a preliminary consultation. In our viewpoint, employment lawyers who do not charge for an initial consult are typically not excellent.

The Law Office of Rob Wiley, P.C. represents staff members in a range of disagreements with their companies. A lot of our cases are before state and federal firms like the EEOC, the Department of Labor, or the Texas Workforce Commission. Other cases are in state or federal court. Although many of our cases are individual cases, job we likewise represent workers in class or collective actions and complex lawsuits.

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 other state and federal laws. In our experience, it is essential to work with an attorney before suing with any government firm such as the Equal Employment Opportunity Commission (EEOC). We routinely represent staff members before government companies and in court.

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

It is prohibited for a company to retaliate against a worker for exercising work environment rights. This can include retaliation for complaining about discrimination, harassment, work environment safety, unpaid overtime, or union arranging. Retaliatory acts include termination, failure to promote, or pay cuts. Retaliation can also consist of harassment or bullying created to discourage other employees from making grievances or doing something about it versus the company. Employees who know monetary or federal government fraud may have unique whistleblower securities. Our law office represents whistleblowers in proceedings before the SEC, FINRA, and OSHA. We also represent whistleblowers in federal court actions concerning 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 employees are eligible to be paid (1) base pay which is presently $7.25 per hour, and (2) overtimes wages of one-and-one-half times their routine hourly rate. Sweating off the clock, including over lunch or after hours, is generally prohibited. Only certain top-level supervisors, administrators, and experts might be paid a wage in lieu of overtime. The exceptions are few and far between.

While many employees are thought about tipped employees and are paid $2.13 per hour, overall payment needs to be at least $7.25 per hour, including tips. 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 staff members to pay damage charges, strolled tabs, or share ideas with kitchen staff, janitors, or management.

Employees who receive family 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 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 strike back against employees who are looking for leave, have taken leave, or are returning from leave. After departing, a worker must be gone back to the same or an equivalent position.

Under the Americans with Disabilities Act (“ADA”) an employer must provide a handicapped worker with sensible accommodations. if it would permit the worker to perform the vital functions of the job. Reasonable accommodations could include, modifying work schedules, short term leave, working from home, or changing job tasks.

The due date to file a work claim can be exceptionally brief. If you are experiencing issues in your work environment or have actually been fired, call our workplace immediately.