Dallas Employment Lawyers

Rob Wiley, P.C. is a Dallas law firm representing workers in claims against companies. Typical cases include employment discrimination, retaliation, overdue or mispaid wages, and failure to supply benefits like medical leave or affordable accommodation. We have actually been representing workers given that 2000 and have assisted countless Dallas employees.

Our workplace is staffed by 6 lawyers focused exclusively on employment law. We workplace out of a brought back Victorian mansion originally integrated in 1910. We lie in the State-Thomas area of Uptown Dallas.

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

Having practiced work law for more than a years, Rob Wiley knows it can be challenging to discover a qualified work lawyer in Texas. Most of our clients have actually never ever had to hire a lawyer before. We suggest you ask these ten concerns to discover the best work legal representative for you:

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

Do you normally represent employees or businesses? More than 99% of our customers are employees. Our Dallas work attorneys strongly argue for enforcing and broadening worker rights. Because we do not represent employers, we are not interested in losing organization customers by passionately defending 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 Professional in Labor and Employment Law.

Does your law firm have the essential resources to manage my case? Yes. With seven dedicated full-time lawyers in Dallas, we have the resources to handle most cases.

Are you a solo professional or does your firm staff member a number of attorneys that can assist with my case? We are a genuine law firm that interacts as a team.

What do other work attorneys believe about you? Rob Wiley, Dallas work lawyer, has an exceptional 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 named a Texas Super Lawyer by Thompson Reuters every year considering that 2014, named a Super Lawyers Rising Star from 2012-2013, and has been welcomed to speak at numerous legal representative training conferences across the United States and globally.

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

Will you meet me in person for the preliminary assessment? Yes. We highly advocate for face-to-face meetings. Most work cases are complex. Our Dallas employment lawyers wish to satisfy with you face to face to have a significant conversation about your case.

Will I satisfy an actual attorney for employment my preliminary assessment? Yes. Unlike numerous law office, we do not use paralegals or non-lawyer staff for preliminary consultations.

Do you charge a preliminary assessment fee? If not, why not? Yes, we charge a consultation cost. By a speak with cost, we considerably minimize the number of preliminary assessments. This permits us to have an attorney present at every preliminary consultation. It also guarantees that the customers we see are severe about their case. We think that most credible employment lawyers charge for a preliminary consultation. In our viewpoint, employment legal representatives who do not charge for an initial seek advice from are generally not 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 employment federal court. Although the majority of our cases are specific cases, we also represent workers in class or cumulative actions and complicated 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 important to work with a lawyer before suing with any government agency such as the Equal Job Opportunity Commission (EEOC). We regularly represent staff members before government firms and in court.

It is unlawful for a company to allow a hostile work environment under numerous state and federal laws. Generally, a hostile work environment happens when a staff member experiences serious or prevalent harassment. For instance, a supervisor who sexually bothers a subordinate can produce an unlawful hostile work environment. Similarly, use of the “n-word,” taunting a disabled staff member, or demeaning a worker’s faiths could develop a hostile workplace.

It is unlawful for an employer to retaliate versus a staff member for exercising workplace rights. This can consist of retaliation for grumbling about discrimination, harassment, office safety, unpaid overtime, or union organizing. Retaliatory acts consist of termination, failure to promote, or pay cuts. Retaliation can likewise include harassment or bullying designed to deter other staff members from making problems or taking action versus the employer. Employees who understand financial or federal government fraud might have unique whistleblower protections. Our law office represents whistleblowers in proceedings before the SEC, FINRA, and OSHA. We likewise represent whistleblowers in federal court actions worrying grant fraud, 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) base pay which is presently $7.25 per hour, and (2) overtimes incomes of one-and-one-half times their regular hourly rate. Working off the clock, consisting of over lunch or after hours, is generally illegal. Only certain high-level supervisors, administrators, and professionals might be paid an income in lieu of overtime. The exceptions are couple of and far between.

While many workers are thought about tipped workers and are paid $2.13 per hour, total payment needs to be at least $7.25 per hour, consisting of ideas. Additionally, companies need to pay tipped workers $5.12 rather of $2.13 or $3.20 when working overtime. It is prohibited for a restaurant to need tipped staff members to pay damage costs, walked tabs, or share suggestions with cooking area staff, janitors, or management.

Employees who get approved for household and medical leave are entitled to up to twelve weeks of leave. Leave can be for the care of a spouse, parent, or child. Employees can also 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 against staff members who are seeking leave, have actually taken leave, or are returning from leave. After departing, a worker needs to be gone back to the exact same or an equivalent position.

Under the Americans with Disabilities Act (“ADA”) a company should offer a disabled staff member with affordable lodgings. if it would allow the staff member to carry out the vital functions of the job. Reasonable accommodations could consist of, customizing work schedules, employment brief term leave, working from home, or changing task duties.

The deadline to file an employment claim can be incredibly brief. If you are experiencing problems in your work environment or have been fired, contact our workplace immediately.