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, unsettled or employment mispaid wages, and failure to supply advantages like medical leave or employment reasonable lodging. We have actually been representing workers because 2000 and have actually assisted thousands of Dallas workers.

Our office is staffed by six attorneys focused exclusively on employment law. We office out of a restored Victorian estate originally built 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 dispute, please contact us.

Having law for more than a decade, Rob Wiley knows it can be challenging to discover a qualified work lawyer in Texas. The majority of our customers have actually never needed to hire a legal representative before. We suggest you ask these 10 concerns to discover the finest work lawyer for you:

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

Do you usually represent employees or businesses? More than 99% of our clients are workers. Our Dallas work lawyers aggressively argue for implementing and expanding worker rights. Because we do not represent employers, we are not interested in losing organization customers by passionately defending staff members.

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 licensed Rob Wiley as a Professional in Labor and Employment Law.

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

Are you a solo specialist or does your firm staff member a number of attorneys that can help with my case? We are a real law practice that interacts as a group.

What do other employment legal representatives consider you? Rob Wiley, Dallas work legal representative, has an outstanding 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 called a Texas Super Lawyer by Thompson Reuters every year since 2014, called a Super Lawyers Rising Star from 2012-2013, and has been welcomed 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 confirm attorney disciplinary history at www.texasbar.com.

Will you meet with me in person for the preliminary consultation? Yes. We strongly promote for face-to-face conferences. Most work cases are intricate. Our Dallas employment legal representatives desire to meet you face to face to have a meaningful conversation about your case.

Will I meet a real lawyer for my preliminary consultation? Yes. Unlike many law office, we do not utilize paralegals or non-lawyer staff for preliminary consultations.

Do you charge a preliminary consultation cost? If not, why not? Yes, we charge a consultation fee. By charging a consult charge, we considerably minimize the variety of preliminary assessments. This allows us to have a lawyer present at every initial consultation. It also guarantees that the clients we see are severe about their case. We believe that the majority of credible employment attorneys charge for a preliminary consultation. In our viewpoint, work legal representatives who do not charge for a preliminary seek advice from are normally not excellent.

The Law Office of Rob Wiley, employment P.C. represents employees in a range of disputes with their employers. A number 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 many of our cases are individual cases, we likewise represent workers in class or cumulative actions and intricate 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 essential to hire an attorney before submitting a claim with any government agency such as the Equal Job Opportunity Commission (EEOC). We frequently represent employees before government agencies and employment in court.

It is prohibited for an employer to permit a hostile work environment under numerous state and federal laws. Generally, a hostile work environment takes place when an employee experiences extreme or employment pervasive harassment. For example, a supervisor who sexually bugs a subordinate can develop an unlawful hostile workplace. Similarly, usage of the « n-word, » ridiculing a handicapped staff member, or demeaning an employee’s faiths could create a hostile workplace.

It is prohibited for an employer to strike back versus a worker for exercising workplace rights. This can include retaliation for complaining about discrimination, harassment, office safety, overdue overtime, or union organizing. Retaliatory acts consist of termination, failure to promote, or pay cuts. Retaliation can likewise include harassment or bullying designed to dissuade other staff members from making complaints or acting against the company. Employees who know financial or government scams may have unique whistleblower defenses. Our law workplace represents whistleblowers in procedures before the SEC, FINRA, and OSHA. We also represent whistleblowers in federal court actions worrying grant scams, Medicare/Medicaid fraud, and defense contracting fraud.

Every year employers in the United States underpay their employees by billions of dollars. Most American workers 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 routine hourly rate. Sweating off the clock, consisting of over lunch or after hours, is generally illegal. Only specific top-level managers, administrators, and employment professionals might be paid a salary in lieu of overtime. The exceptions are rare.

While numerous staff members are considered tipped staff members and are paid $2.13 per hour, total payment must be at least $7.25 per hour, consisting of pointers. Additionally, employers should pay tipped workers $5.12 instead of $2.13 or $3.20 when working overtime. It is illegal for a restaurant to need tipped workers to pay breakage fees, walked tabs, employment or share suggestions with kitchen personnel, 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 partner, moms and dad, 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 needed basis. Employers can not retaliate versus staff members who are looking for leave, have actually taken leave, or are returning from leave. After taking leave, a staff member needs to be gone back to the very same or a comparable position.

Under the Americans with Disabilities Act (« ADA ») a company need to provide a handicapped employee with affordable accommodations. if it would permit the worker to perform the essential functions of the task. Reasonable lodgings might include, customizing work schedules, short-term leave, working from home, or changing job responsibilities.

The due date to file an employment claim can be exceptionally brief. If you are experiencing problems in your office or have been fired, call our workplace instantly.