Dallas Employment Lawyers

Rob Wiley, P.C. is a Dallas law firm representing workers in claims against employers. Typical cases consist of work discrimination, retaliation, overdue or mispaid earnings, and failure to supply benefits like medical leave or reasonable lodging. We have been representing staff members because 2000 and have helped thousands of Dallas employees.

Our workplace is staffed by 6 attorneys focused entirely on employment law. We workplace out of a restored Victorian mansion originally built in 1910. We are situated in the State-Thomas area of Uptown Dallas.

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

Having practiced employment law for more than a years, Rob Wiley understands it can be tough to discover a certified work attorney in Texas. The majority of our customers have actually never needed to work with a lawyer before. We recommend you ask these ten questions to find the finest employment legal representative for you:

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

Do you typically represent workers or organizations? More than 99% of our customers are employees. Our Dallas employment attorneys aggressively argue for enforcing and expanding employee rights. Because we do not represent employers, we are not worried with losing organization customers by passionately battling for workers.

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

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

Are you a solo practitioner or does your company worker a number of attorneys that can assist with my case? We are a genuine law office that works together as a group.

What do other employment legal representatives think about you? Rob Wiley, Dallas employment 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 been named a Texas Super Lawyer by Thompson Reuters every year because 2014, called a Super Lawyers Rising Star from 2012-2013, and has been invited to speak at various attorney training conferences throughout the United States and globally.

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

Will you satisfy with me in person for the preliminary consultation? Yes. We highly advocate for face-to-face conferences. Most employment cases are complex. Our Dallas employment legal representatives wish to fulfill with you face to face to have a meaningful conversation about your case.

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

Do you charge a preliminary consultation charge? If not, why not? Yes, we charge a consultation charge. By charging a consult fee, we significantly lower the number of preliminary assessments. This enables us to have a lawyer present at every initial assessment. It likewise ensures that the customers we see are severe about their case. Our company believe that many trustworthy work attorneys charge for an initial assessment. In our viewpoint, employment lawyers who do not charge for a preliminary consult are typically not extremely great.

The Law Office of Rob Wiley, P.C. represents employees in a range of disputes with their employers. Much 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 the majority of our cases are private cases, we likewise represent employees in class or cumulative actions and complex lawsuits.

Discrimination is forbidden 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 important to employ an attorney before filing a claim with any government company such as the Equal Employment Opportunity Commission (EEOC). We regularly represent employees before government agencies and in court.

It is unlawful for a company to permit a hostile work environment under a number of state and federal laws. Generally, a hostile work environment happens when a staff member experiences serious or prevalent harassment. For example, a manager who sexually bothers a subordinate can produce an illegal hostile work environment. Similarly, use of the “n-word,” ridiculing a handicapped worker, or demeaning a staff member’s religious beliefs might develop a hostile workplace.

It is prohibited for an employer to retaliate versus a staff member for working out workplace rights. This can consist of retaliation for grumbling about discrimination, harassment, workplace security, overdue overtime, or union arranging. Retaliatory acts include termination, employment failure to promote, or pay cuts. Retaliation can likewise consist of harassment or bullying developed to discourage other staff members from making complaints or acting against the company. Employees who understand monetary or federal government scams might have special whistleblower defenses. 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 scams, employment and defense contracting fraud.

Every year employers in the United States underpay their workers by billions of dollars. Most American workers are eligible to be paid (1) minimum wage which is currently $7.25 per hour, and (2) overtimes incomes of one-and-one-half times their regular hourly rate. Working off the clock, including over lunch or after hours, is often unlawful. Only specific high-level supervisors, administrators, and specialists may be paid a salary in lieu of overtime. The exceptions are few and far in between.

While many staff members are thought about tipped workers and are paid $2.13 per hour, overall compensation must be at least $7.25 per hour, consisting of suggestions. 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 staff members to pay damage charges, walked tabs, or share pointers with kitchen area staff, 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, parent, or child. Employees can also take personal medical leave for their own serious medical condition. Importantly, leave can be taken in blocks or on an intermittent, as required basis. Employers can not retaliate against staff members who are seeking leave, have actually departed, or are from leave. After departing, a worker needs to be returned to the exact same or an equivalent position.

Under the Americans with Disabilities Act (“ADA”) an employer should provide a handicapped worker with affordable accommodations. if it would enable the worker to perform the important functions of the job. Reasonable accommodations could include, customizing work schedules, short-term leave, working from home, or changing job responsibilities.

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