Dallas Employment Lawyers

Rob Wiley, P.C. is a Dallas law office representing employees in lawsuits versus employers. Typical cases consist of work discrimination, retaliation, unpaid or mispaid earnings, and failure to supply advantages like medical leave or affordable lodging. We have been representing employees given that 2000 and have helped countless Dallas employees.

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

If you are searching for an employment lawyer 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 find a certified employment attorney in Texas. The majority of our clients have never needed to work with a legal representative before. We recommend you ask these 10 concerns to discover the finest employment lawyer for referall.us you:

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

Do you normally represent workers or organizations? More than 99% of our clients are employees. Our Dallas work lawyers aggressively argue for implementing and broadening worker rights. Because we do not represent employers, we are not worried about losing organization customers by passionately combating for workers.

Are you a Texas attorney who is Board Certified in Labor and Employment Law by the Texas Board of Legal Specialization? Yes. The of Legal Specialization has certified Rob Wiley as a Specialist in Labor and Employment Law.

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

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

What do other work attorneys consider you? Rob Wiley, Dallas employment attorney, has an excellent reputation. Mr. Wiley is an elected member of the Dallas Bar Association’s Employment Law Council, is the past president of the Dallas-Fort Worth Employment Lawyers Association, has actually been named a Texas Super Lawyer by Thompson Reuters every year because 2014, named a Super Lawyers Rising Star from 2012-2013, and has actually been invited to speak at different legal representative training conferences across the United States and internationally.

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

Will you fulfill with me face-to-face for the preliminary assessment? Yes. We highly promote for in person conferences. Most employment cases are complicated. Our Dallas employment lawyers want to consult with you personally to have a meaningful discussion about your case.

Will I satisfy an actual lawyer for my preliminary assessment? Yes. Unlike many law office, we do not use paralegals or non-lawyer personnel for initial assessments.

Do you charge a preliminary consultation charge? If not, why not? Yes, we charge a consultation charge. By charging a consult cost, we significantly minimize the number of initial consultations. This allows us to have an attorney present at every preliminary assessment. It likewise makes sure that the clients we see are severe about their case. Our company believe that the majority of trustworthy work lawyers charge for an initial consultation. In our opinion, employment attorneys who do not charge for a preliminary seek advice from are generally not really excellent.

The Law Office of Rob Wiley, P.C. represents staff members in a variety of conflicts with their employers. 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 filed in state or federal court. Although the majority of our cases are individual cases, we likewise represent workers in class or cumulative actions and complicated litigation.

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 work with a lawyer before submitting a claim with any government company such as the Equal Job Opportunity Commission (EEOC). We regularly represent workers before government agencies and in court.

It is unlawful for somalibidders.com a company to allow a hostile workplace under numerous state and federal laws. Generally, a hostile workplace takes place when a worker experiences serious or pervasive harassment. For instance, a manager who sexually bugs a subordinate can produce an unlawful hostile workplace. Similarly, use of the « n-word, » ridiculing a handicapped worker, or demeaning an employee’s faiths might develop a hostile workplace.

It is illegal for a company to strike back against a worker for exercising work environment rights. This can consist of retaliation for grumbling about discrimination, harassment, office security, overdue overtime, or union organizing. Retaliatory acts include termination, failure to promote, or pay cuts. Retaliation can also consist of harassment or bullying created to dissuade other workers from making problems or taking action against the company. Employees who understand financial or government fraud might have unique whistleblower securities. Our law office represents whistleblowers in procedures before the SEC, FINRA, and OSHA. We likewise represent whistleblowers in federal court actions worrying grant fraud, Medicare/Medicaid fraud, 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) minimum wage which is presently $7.25 per hour, and (2) overtimes wages of one-and-one-half times their routine hourly rate. Working off the clock, consisting of over lunch or after hours, is nearly always unlawful. Only specific top-level managers, administrators, and experts might be paid a salary in lieu of overtime. The exceptions are scarce.

While many employees are thought about tipped employees and are paid $2.13 per hour, total settlement needs to be at least $7.25 per hour, including suggestions. Additionally, employers must pay tipped staff members $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 costs, walked tabs, or share pointers with kitchen staff, janitors, or management.

Employees who qualify 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 child. Employees can also take individual medical leave for their own severe medical condition. Importantly, leave can be taken in blocks or on an intermittent, as needed basis. Employers can not retaliate against workers who are seeking leave, have actually taken leave, or are returning from leave. After taking leave, an employee must be gone back to the exact same or an equivalent position.

Under the Americans with Disabilities Act (« ADA ») an employer need to offer a handicapped worker with sensible accommodations. if it would permit the worker to carry out the necessary functions of the task. Reasonable accommodations could include, modifying work schedules, short-term leave, working from home, or changing task tasks.

The deadline to file a work claim can be exceptionally short. If you are experiencing problems in your office or have been fired, call our office immediately.