Dallas Employment Lawyers

Rob Wiley, P.C. is a Dallas law firm representing workers in claims against employers. Typical cases include work discrimination, retaliation, unpaid or employment mispaid wages, and failure to provide benefits like medical leave or reasonable accommodation. We have been representing employees considering that 2000 and have assisted thousands of Dallas employees.

Our workplace is staffed by 6 attorneys focused entirely on employment law. We office out of a brought back Victorian mansion initially integrated in 1910. We lie in the State-Thomas location of Uptown Dallas.

If you are searching for an employment attorney to represent you in a legal dispute, please call us.

Having practiced work law for more than a decade, Rob Wiley understands it can be tough to discover a qualified work lawyer in Texas. Most of our customers have actually never needed to work with an attorney before. We advise you ask these ten concerns to find the very best work lawyer for you:

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

Do you normally represent workers or organizations? More than 99% of our clients are workers. Our Dallas employment attorneys strongly argue for imposing and broadening worker rights. Because we do not represent companies, we are not worried about losing organization customers by passionately combating for 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 actually certified Rob Wiley as a Professional in Labor and Employment Law.

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

Are you a solo practitioner or employment does your company employee a number of attorneys that can help with my case? We are a genuine law firm that works together as a team.

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

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

Will you meet me face-to-face for the initial consultation? Yes. We highly advocate for face-to-face meetings. Most work cases are complex. Our Dallas employment lawyers wish to consult with you personally to have a meaningful discussion about your case.

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

Do you charge an initial consultation cost? If not, why not? Yes, we charge a consultation cost. By charging a speak with fee, we drastically reduce the number of preliminary assessments. This enables us to have an attorney present at every preliminary consultation. It also guarantees that the clients we see are severe about their case. We believe that a lot of reputable employment attorneys charge for an initial assessment. In our viewpoint, work lawyers who do not charge for an initial seek advice from are generally not extremely great.

The Law Office of Rob Wiley, P.C. represents staff members in a range of conflicts 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 submitted in state or federal court. Although most of our cases are cases, we likewise represent workers in class or employment cumulative actions and complicated lawsuits.

Discrimination is forbidden under Title VII of the Civil Liberty 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 suing with any government company such as the Equal Job Opportunity Commission (EEOC). We frequently represent employees before federal government companies and in court.

It is illegal for an employer to permit a hostile workplace under numerous state and federal laws. Generally, a hostile work environment happens when a worker experiences severe or pervasive harassment. For example, a supervisor who sexually harasses a subordinate can develop an illegal hostile workplace. Similarly, usage of the “n-word,” ridiculing a handicapped staff member, or demeaning a staff member’s religious beliefs might produce a hostile work environment.

It is prohibited for an employer to strike back against a worker for exercising work environment rights. This can consist of retaliation for complaining about discrimination, harassment, employment work environment safety, unpaid overtime, or union arranging. Retaliatory acts consist of termination, failure to promote, or pay cuts. Retaliation can likewise consist of harassment or bullying developed to discourage other employees from making grievances or acting versus the company. Employees who are mindful of financial or federal government scams may have unique whistleblower protections. Our law office represents whistleblowers in procedures before the SEC, FINRA, and OSHA. We likewise 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 workers by billions of dollars. Most American workers are eligible to be paid (1) base pay which is currently $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 generally unlawful. Only certain high-level supervisors, administrators, and professionals may be paid a wage in lieu of overtime. The exceptions are few and far in between.

While many employees are thought about tipped workers and are paid $2.13 per hour, total compensation needs to be at least $7.25 per hour, consisting of ideas. Additionally, companies should pay tipped employees $5.12 instead of $2.13 or $3.20 when working overtime. It is unlawful for a restaurant to need tipped employees to pay breakage costs, walked tabs, or share ideas with kitchen area staff, janitors, or management.

Employees who receive household and medical leave are entitled to approximately twelve weeks of leave. Leave can be for the care of a partner, parent, or kid. Employees can likewise take personal medical leave for their own major medical condition. Importantly, leave can be taken in blocks or on an intermittent, as needed basis. Employers can not strike back versus workers who are seeking leave, have actually departed, or are returning from leave. After departing, an employee needs to be returned to the exact same or an equivalent position.

Under the Americans with Disabilities Act (“ADA”) a company should provide a handicapped staff member with affordable lodgings. if it would enable the employee to perform the vital functions of the job. Reasonable lodgings might include, customizing work schedules, short-term leave, working from home, or adjusting task tasks.

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