Dallas Employment Lawyers

Rob Wiley, P.C. is a Dallas law firm representing workers in suits versus employers. Typical cases consist of work discrimination, job retaliation, unpaid or job mispaid salaries, and failure to offer benefits like medical leave or sensible lodging. We have been representing employees considering that 2000 and have actually assisted thousands of Dallas employees.

Our office is staffed by 6 attorneys focused exclusively on employment law. We workplace out of a restored Victorian mansion originally developed in 1910. We lie in the State-Thomas location of Uptown Dallas.

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

Having practiced employment law for more than a years, Rob Wiley understands it can be tough to find a certified work legal representative in Texas. Most of our customers have never had to work with a legal representative before. We advise you ask these 10 questions to discover the finest employment attorney for you:

What percentage of your practice is committed to work law?The Law Office of Rob Wiley, P.C. devotes 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 work attorneys strongly argue for enforcing and expanding employee rights. Because we do not represent employers, we are not interested in losing business customers 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 actually certified Rob Wiley as a Specialist in Labor and Employment Law.

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

Are you a solo specialist or does your firm worker several attorneys that can assist with my case? We are a real law practice that works together as a group.

What do other work attorneys think about you? Rob Wiley, Dallas work legal representative, has an excellent reputation. 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 actually been called a Texas Super Lawyer by Thompson Reuters every year because 2014, named a Super Lawyers Rising Star from 2012-2013, and has been invited to speak at different legal representative training conferences throughout the United States and job 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 initial consultation? Yes. We highly promote for face-to-face conferences. Most work cases are intricate. Our Dallas employment legal representatives wish to consult with you in individual to have a significant discussion about your case.

Will I fulfill an actual attorney for my preliminary consultation? Yes. Unlike numerous law companies, we do not use paralegals or non-lawyer staff for preliminary assessments.

Do you charge an initial consultation cost? If not, why not? Yes, we charge a consultation fee. By charging a consult cost, we considerably minimize the variety of initial consultations. This enables us to have a lawyer present at every preliminary assessment. It likewise guarantees that the customers we see are serious about their case. Our company believe that the majority of reliable work attorneys charge for an initial consultation. In our opinion, work legal representatives who do not charge for an initial consult are typically not great.

The Law Office of Rob Wiley, P.C. represents staff members in a range of conflicts with their companies. A lot 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 most of our cases are specific cases, we also represent workers in class or cumulative actions and complex litigation.

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 necessary to employ an attorney before submitting a claim with any government company such as the Equal Job Opportunity Commission (EEOC). We frequently represent employees before government agencies and in court.

It is unlawful for an employer to allow a hostile work environment under numerous state and job federal laws. Generally, a hostile work environment takes place when an employee experiences severe or prevalent harassment. For example, a supervisor who sexually bugs a subordinate can create an unlawful hostile workplace. Similarly, use of the « n-word, » teasing a disabled worker, or demeaning a worker’s faiths could develop a hostile workplace.

It is illegal for a company to strike back versus a worker for exercising office rights. This can include retaliation for complaining about discrimination, harassment, workplace safety, unpaid overtime, or union organizing. Retaliatory acts consist of termination, failure to promote, or pay cuts. Retaliation can also consist of harassment or bullying designed to discourage other staff members from making grievances or acting against the company. Employees who are mindful of financial or federal government fraud might have unique whistleblower securities. Our law office represents 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 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) minimum wage which is presently $7.25 per hour, and (2) overtimes earnings of one-and-one-half times their routine per hour rate. Sweating off the clock, consisting of over lunch or after hours, is generally illegal. Only specific top-level managers, administrators, and professionals might be paid an income in lieu of overtime. The exceptions are rare.

While many employees are thought about tipped employees and are paid $2.13 per hour, overall settlement must be at least $7.25 per hour, job consisting of tips. Additionally, companies must pay tipped workers $5.12 instead of $2.13 or $3.20 when working overtime. It is illegal for a restaurant to need tipped staff members to pay damage costs, walked tabs, or share ideas 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 the care of a spouse, moms and dad, or kid. Employees can also take personal medical leave for their own major medical condition. Importantly, leave can be taken in blocks or on an intermittent, as required basis. Employers can not retaliate versus workers who are looking for leave, have departed, or are returning from leave. After departing, a staff member must be gone back to the same or a comparable position.

Under the Americans with Disabilities Act (« ADA ») an employer need to offer a handicapped worker with reasonable lodgings. if it would allow the worker to carry out the essential functions of the task. Reasonable accommodations could consist of, customizing work schedules, short term leave, working from home, or changing job duties.

The deadline to submit an employment claim can be exceptionally short. If you are experiencing issues in your workplace or have actually been fired, contact our workplace immediately.