Dallas Employment Lawyers

Rob Wiley, P.C. is a Dallas law office representing employees in suits against companies. Typical cases consist of work discrimination, retaliation, overdue or mispaid salaries, and failure to offer benefits like medical leave or reasonable lodging. We have been representing employees given that 2000 and have helped thousands of Dallas employees.

Our office is staffed by 6 attorneys focused exclusively on work law. We office out of a restored Victorian estate originally integrated in 1910. We are situated in the State-Thomas area of Uptown Dallas.

If you are searching for an employment attorney to represent you in a legal dispute, please contact us.

Having practiced employment law for more than a decade, Rob Wiley understands it can be hard to find a qualified work legal representative in Texas. The majority of our clients have actually never had to work with a legal representative before. We recommend you ask these 10 questions to discover the very best employment attorney for you:

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

Do you normally represent workers or businesses? More than 99% of our customers are staff members. Our Dallas employment lawyers aggressively argue for imposing and expanding worker rights. Because we do not represent companies, 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 certified Rob Wiley as a Specialist in Labor and Employment Law.

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

Are you a solo specialist or does your firm employee a number of lawyers that can assist with my case? We are a real law company that works together as a team.

What do other employment legal representatives consider you? Rob Wiley, Dallas work legal representative, has an outstanding 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 given that 2014, called a Super Lawyers Rising Star from 2012-2013, and has been invited to speak at various lawyer training conferences throughout the United States and internationally.

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

Will you consult with me in person for the preliminary consultation? Yes. We strongly advocate for in person conferences. Most employment cases are complex. Our Dallas work lawyers wish to fulfill with you in person to have a meaningful conversation about your case.

Will I satisfy an actual lawyer for my preliminary consultation? Yes. Unlike many law firms, we do not use paralegals or non-lawyer personnel for preliminary consultations.

Do you charge a preliminary consultation charge? If not, why not? Yes, we charge an assessment fee. By charging a seek advice from cost, we significantly decrease the variety of initial consultations. This enables us to have an attorney present at every preliminary consultation. It also makes sure that the customers we see are serious about their case. We believe that the majority of respectable work attorneys charge for a preliminary consultation. In our viewpoint, work attorneys who do not charge for a preliminary seek advice from are usually not excellent.

The Law Office of Rob Wiley, P.C. represents staff members in a range of disagreements with their employers. A number of our cases are before state and federal agencies 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 specific cases, we also represent employees in class or collective actions and complex lawsuits.

Discrimination is restricted 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 employ an attorney before suing with any government firm such as the Equal Job Opportunity Commission (EEOC). We regularly represent staff members before federal government firms and in court.

It is prohibited for an employer to allow a hostile workplace under several state and federal laws. Generally, a hostile workplace occurs when a worker experiences serious or prevalent harassment. For instance, a supervisor who sexually harasses a subordinate can develop an illegal hostile work environment. Similarly, usage of the « n-word, » teasing a disabled worker, or demeaning a worker’s religious beliefs might create a hostile workplace.

It is unlawful for a company to strike back against an employee for exercising office rights. This can include retaliation for complaining about discrimination, harassment, work environment safety, unpaid overtime, or union organizing. Retaliatory acts include termination, failure to promote, or pay cuts. Retaliation can also include harassment or bullying developed to discourage other employees from making problems or acting versus the company. Employees who know financial or federal government fraud may have special whistleblower defenses. Our law workplace represents whistleblowers in procedures before the SEC, FINRA, and OSHA. We likewise represent whistleblowers in federal court actions worrying grant scams, Medicare/Medicaid scams, and defense contracting scams.

Every year employers in the United States underpay their staff members 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 incomes of one-and-one-half times their regular hourly rate. Sweating off the clock, including over lunch or after hours, is often illegal. Only certain high-level managers, administrators, and professionals might be paid an income in lieu of overtime. The exceptions are couple of and far between.

While lots of staff members are considered tipped workers and are paid $2.13 per hour, overall compensation should be at least $7.25 per hour, consisting of suggestions. Additionally, employers need to pay tipped staff members $5.12 rather of $2.13 or $3.20 when working overtime. It is illegal for a dining establishment to need tipped employees to pay breakage charges, walked tabs, or share suggestions with kitchen area staff, janitors, or management.

Employees who receive household and medical leave are entitled to as much as twelve weeks of leave. Leave can be for the care of a partner, moms and dad, or referall.us kid. 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 needed basis. Employers can not strike back against who are seeking leave, have taken leave, or are returning from leave. After departing, a staff member should be gone back to the exact same or an equivalent position.

Under the Americans with Disabilities Act (« ADA ») an employer must offer a disabled worker with reasonable accommodations. if it would enable the staff member to carry out the necessary functions of the job. Reasonable accommodations might consist of, modifying work schedules, short term leave, working from home, or changing job tasks.

The deadline to file a work claim can be exceptionally brief. If you are experiencing issues in your office or have actually been fired, contact our workplace immediately.