Dallas Employment Lawyers

Rob Wiley, P.C. is a Dallas law office representing workers in claims versus employers. Typical cases consist of work discrimination, retaliation, unpaid or mispaid earnings, and failure to provide benefits like medical leave or affordable lodging. We have actually been representing staff members considering that 2000 and have assisted thousands of Dallas employees.

Our workplace is staffed by 6 attorneys focused exclusively on work law. We workplace out of a brought back Victorian mansion originally constructed in 1910. We are located in the State-Thomas area of Uptown Dallas.

If you are looking for an employment legal representative to represent you in a legal disagreement, please call us.

Having practiced work law for employment more than a years, Rob Wiley understands it can be difficult to find a qualified work lawyer in Texas. Most of our customers have never ever had to work with an attorney before. We suggest you ask these 10 questions to find the very best work attorney for you:

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

Do you typically represent employees or organizations? More than 99% of our clients are employees. Our Dallas work attorneys aggressively argue for implementing and broadening worker rights. Because we do not represent employers, we are not worried about losing organization customers by passionately battling for employment 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 firm have the necessary resources to handle my case? Yes. With seven devoted full-time lawyers in Dallas, we have the resources to manage most cases.

Are you a solo practitioner or does your company staff member a number of lawyers that can help with my case? We are a genuine law firm that interacts as a group.

What do other work attorneys think of you? Rob Wiley, Dallas work legal representative, has an outstanding credibility. Mr. Wiley is a chosen 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 employment has been welcomed to speak at numerous legal representative training conferences throughout 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 consult with me face-to-face for the preliminary assessment? Yes. We strongly advocate for face-to-face conferences. Most employment cases are complicated. Our Dallas work legal representatives wish to fulfill with you face to face to have a significant discussion about your case.

Will I fulfill a real attorney for my initial assessment? Yes. Unlike many law firms, we do not utilize paralegals or non-lawyer personnel for initial assessments.

Do you charge a preliminary consultation fee? If not, why not? Yes, we charge an assessment cost. By charging a seek advice from fee, we significantly reduce the variety of preliminary assessments. This allows us to have a lawyer present at every initial assessment. It likewise ensures that the clients we see are severe about their case. We think that the majority of credible work attorneys charge for an initial consultation. In our opinion, employment attorneys who do not charge for a preliminary consult are generally not excellent.

The Law Office of Rob Wiley, P.C. represents staff members in a variety of disagreements 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 . Although many of our cases are private cases, we also represent employees in class or collective 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 work with a lawyer before submitting a claim with any government firm such as the Equal Job Opportunity Commission (EEOC). We routinely represent workers before federal government firms and in court.

It is prohibited for a company to permit a hostile work environment under a number of state and federal laws. Generally, a hostile workplace happens when a staff member experiences severe or prevalent harassment. For instance, a manager who sexually pesters a subordinate can develop an unlawful hostile work environment. Similarly, usage of the « n-word, » ridiculing a disabled staff member, or demeaning a worker’s religious beliefs could develop a hostile workplace.

It is unlawful for a company to strike back versus a worker for working out workplace rights. This can include retaliation for complaining about discrimination, harassment, employment work environment safety, overdue overtime, or union organizing. Retaliatory acts include termination, failure to promote, or employment pay cuts. Retaliation can likewise include harassment or bullying created to deter other employees from making grievances or taking action versus the company. Employees who know financial or government fraud may have special whistleblower securities. Our law workplace represents whistleblowers in procedures before the SEC, employment FINRA, and OSHA. We likewise represent whistleblowers in federal court actions concerning grant scams, Medicare/Medicaid fraud, and defense contracting scams.

Every year employers in the United States underpay their staff members by billions of dollars. Most American workers 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 usually prohibited. Only specific high-level supervisors, administrators, and professionals might be paid an income in lieu of overtime. The exceptions are few and far in between.

While many employees are considered tipped staff members and are paid $2.13 per hour, total payment should be at least $7.25 per hour, including tips. Additionally, companies need to pay tipped workers $5.12 instead of $2.13 or $3.20 when working overtime. It is unlawful for a dining establishment to need tipped employees to pay damage fees, strolled tabs, or share suggestions with cooking area personnel, janitors, or management.

Employees who qualify for family and medical leave are entitled to approximately twelve weeks of leave. Leave can be for the care of a spouse, employment moms and dad, or kid. Employees can likewise take personal 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 employees who are looking for leave, have departed, or are returning from leave. After taking leave, a worker must be gone back to the very same or a comparable position.

Under the Americans with Disabilities Act (« ADA ») an employer should supply a handicapped worker with reasonable accommodations. if it would enable the employee to perform the important functions of the job. Reasonable lodgings could consist of, customizing work schedules, short term leave, working from home, or adjusting task tasks.

The due date to file an employment claim can be exceptionally short. If you are experiencing issues in your office or have been fired, call our office right away.