Dallas Employment Lawyers

Rob Wiley, P.C. is a Dallas law practice representing workers in suits versus companies. Typical cases include employment discrimination, retaliation, unpaid or mispaid wages, and failure to provide advantages like medical leave or reasonable lodging. We have been representing staff members because 2000 and have actually helped countless Dallas workers.

Our office is staffed by six lawyers focused solely on work law. We office out of a brought back Victorian estate initially developed in 1910. We are situated in the State-Thomas location of Uptown Dallas.

If you are looking for a work attorney to represent you in a legal conflict, please call us.

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

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

Do you typically represent employees or services? More than 99% of our customers are workers. Our Dallas employment lawyers strongly argue for implementing and expanding worker rights. Because we do not represent employers, we are not interested in losing business clients by passionately combating for employees.

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 accredited Rob Wiley as a Specialist in Labor and Employment Law.

Does your law company have the needed resources to handle my case? Yes. With seven devoted full-time attorneys in Dallas, we have the resources to handle most cases.

Are you a solo specialist or does your firm worker several attorneys that can help with my case? We are a genuine law practice that interacts as a team.

What do other employment attorneys consider you? Rob Wiley, Dallas work lawyer, 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 given that 2014, named a Super Lawyers Rising Star from 2012-2013, and has actually been invited to speak at various legal representative 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 meet me in person for the preliminary assessment? Yes. We strongly promote for face-to-face conferences. Most employment cases are complex. Our Dallas employment legal representatives wish to meet you personally to have a meaningful conversation about your case.

Will I meet a real lawyer for my initial consultation? Yes. Unlike lots of law firms, we do not use paralegals or employment non-lawyer personnel for initial assessments.

Do you charge an initial assessment fee? If not, why not? Yes, we charge a consultation cost. By charging a speak with cost, we drastically decrease the number of preliminary consultations. This permits us to have an attorney present at every initial assessment. It likewise ensures that the clients we see are severe about their case. Our believe that many reputable employment attorneys charge for a preliminary assessment. In our opinion, work lawyers who do not charge for an initial speak with are typically not extremely excellent.

The Law Office of Rob Wiley, P.C. represents staff members in a range of disputes with their companies. 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 submitted in state or federal court. Although most of our cases are individual cases, we also represent employees 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 essential to work with an attorney before filing a claim with any government firm such as the Equal Job Opportunity Commission (EEOC). We routinely represent employees before federal government agencies and in court.

It is prohibited for a company to permit a hostile workplace under numerous state and federal laws. Generally, a hostile workplace takes place when a worker experiences severe or prevalent harassment. For instance, a supervisor who sexually harasses a subordinate can produce an unlawful hostile workplace. Similarly, usage of the “n-word,” taunting a handicapped worker, or employment demeaning a worker’s faiths could produce a hostile workplace.

It is illegal for a company to strike back versus a staff member for exercising office rights. This can consist of retaliation for grumbling about discrimination, harassment, work environment safety, unsettled overtime, employment or union organizing. Retaliatory acts include termination, failure to promote, or pay cuts. Retaliation can likewise consist of harassment or bullying designed to discourage other employees from making complaints or taking action against the company. Employees who are conscious of monetary or federal government scams may have unique whistleblower defenses. Our law office represents whistleblowers in procedures before the SEC, FINRA, and OSHA. We also represent whistleblowers in federal court actions concerning grant fraud, Medicare/Medicaid scams, and defense contracting fraud.

Every year employers in the United States underpay their employees by billions of dollars. Most American employees are eligible 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 hourly rate. Sweating off the clock, including over lunch or after hours, is usually prohibited. Only particular high-level supervisors, administrators, and employment professionals may be paid a wage in lieu of overtime. The exceptions are rare.

While numerous employees are considered tipped staff members and are paid $2.13 per hour, total compensation needs to be at least $7.25 per hour, including ideas. Additionally, companies must pay tipped workers $5.12 rather of $2.13 or $3.20 when working overtime. It is prohibited for a restaurant to require tipped employees to pay damage costs, strolled tabs, or share pointers with kitchen 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 spouse, moms and dad, or kid. Employees can also take individual medical leave for their own severe medical condition. Importantly, leave can be taken in blocks or on a periodic, as needed basis. Employers can not strike back against workers who are looking for leave, have departed, or are returning from leave. After departing, a worker must be returned to the exact same or a comparable position.

Under the Americans with Disabilities Act (“ADA”) an employer must supply a disabled worker with reasonable lodgings. if it would enable the staff member to carry out the important functions of the job. Reasonable lodgings could consist of, customizing work schedules, brief term leave, working from home, or adjusting job responsibilities.

The due date to file an employment claim can be extremely brief. If you are experiencing problems in your work environment or have actually been fired, contact our office instantly.