Dallas Employment Lawyers

Rob Wiley, P.C. is a Dallas law office representing workers in suits against employers. Typical cases consist of work discrimination, retaliation, unsettled or mispaid wages, and failure to supply benefits like medical leave or employment affordable lodging. We have actually been representing staff members because 2000 and have actually helped thousands of Dallas workers.

Our office is staffed by six lawyers focused solely on work law. We office out of a brought back Victorian mansion originally constructed in 1910. We are located in the State-Thomas location of Uptown Dallas.

If you are trying to find a work legal representative to represent you in a legal dispute, please contact us.

Having practiced work law for more than a years, employment Rob Wiley knows it can be difficult to discover a certified work legal representative in Texas. The majority of our clients have never had to employ an attorney before. We advise you ask these 10 questions to discover the very best work lawyer for you:

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

Do you usually represent workers or businesses? More than 99% of our customers are staff members. Our Dallas employment attorneys aggressively argue for enforcing and broadening employee rights. Because we do not represent companies, we are not concerned with losing business 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 actually licensed Rob Wiley as an Expert in Labor employment and Employment Law.

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

Are you a solo professional or does your company staff member numerous attorneys that can help with my case? We are a genuine law office that interacts as a group.

What do other employment attorneys think of you? Rob Wiley, Dallas employment attorney, has an outstanding track record. Mr. Wiley is a chosen member of the Dallas Bar Association’s Employment Law Council, is the previous president of the Dallas-Fort Worth Employment Lawyers Association, has 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 invited to speak at different lawyer training conferences throughout the United States and worldwide.

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

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

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

Do you charge a preliminary assessment cost? If not, why not? Yes, we charge an assessment cost. By charging a speak with fee, we dramatically reduce the number of initial consultations. This permits us to have an attorney present at every preliminary assessment. It likewise makes sure that the clients we see are major about their case. We believe that many respectable employment lawyers charge for an initial consultation. In our opinion, employment legal representatives who do not charge for an initial consult are generally not great.

The Law Office of Rob Wiley, P.C. represents workers in a range of disputes with their employers. A number of our cases are before state and federal companies like the EEOC, the Department of Labor, or the Texas Workforce Commission. Other cases are filed in state or federal court. Although many of our cases are individual cases, we also represent workers in class or cumulative actions and intricate litigation.

Discrimination is prohibited 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, employment it is essential to hire an attorney before suing with any government firm such as the Equal Employment Opportunity Commission (EEOC). We regularly represent employees before federal government agencies and in court.

It is illegal for an employer to allow a hostile workplace under several state and employment federal laws. Generally, a hostile workplace takes place when a worker experiences extreme or prevalent harassment. For example, a manager who sexually bugs a subordinate can create an illegal hostile work environment. Similarly, usage of the “n-word,” taunting a handicapped employee, or demeaning a staff member’s faiths could create a hostile workplace.

It is prohibited for an employer to retaliate against a staff member for exercising office rights. This can include retaliation for complaining about discrimination, harassment, workplace security, unsettled overtime, 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 staff members from making grievances or taking action against the employer. Employees who understand monetary or federal government scams may have special whistleblower securities. Our law workplace represents whistleblowers in proceedings before the SEC, FINRA, and OSHA. We also represent whistleblowers in federal court actions concerning grant scams, Medicare/Medicaid scams, and defense contracting fraud.

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 salaries of one-and-one-half times their regular per hour rate. Sweating off the clock, consisting of over lunch or after hours, is usually illegal. Only particular top-level supervisors, administrators, and professionals might be paid a salary in lieu of overtime. The are couple of and far in between.

While lots of staff members are thought about tipped staff members and are paid $2.13 per hour, overall compensation must be at least $7.25 per hour, consisting of ideas. Additionally, employers must pay tipped workers $5.12 instead of $2.13 or $3.20 when working overtime. It is unlawful for a restaurant to need tipped workers to pay damage costs, walked tabs, or share pointers with kitchen personnel, 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 partner, parent, or child. 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 required basis. Employers can not retaliate versus staff members who are seeking leave, have departed, or are returning from leave. After taking leave, an employee needs to be returned to the same or an equivalent position.

Under the Americans with Disabilities Act (“ADA”) an employer must provide a disabled employee with reasonable lodgings. if it would allow the worker to perform the necessary functions of the job. Reasonable lodgings might include, customizing work schedules, short-term leave, working from home, or changing job tasks.

The deadline to submit a work claim can be incredibly short. If you are experiencing issues in your workplace or have actually been fired, call our workplace right away.