Dallas Employment Lawyers

Rob Wiley, referall.us P.C. is a Dallas law firm representing workers in suits against employers. Typical cases include work discrimination, retaliation, overdue or mispaid wages, and failure to supply benefits like medical leave or sensible accommodation. We have actually been representing staff members given that 2000 and have actually helped thousands of Dallas employees.

Our office is staffed by six attorneys focused entirely on employment law. We office out of a restored Victorian estate originally built in 1910. We lie in the State-Thomas location of Uptown Dallas.

If you are trying to find an employment attorney to represent you in a legal conflict, please contact us.

Having practiced work law for more than a decade, Rob Wiley knows it can be tough to find a qualified employment lawyer in Texas. Most of our customers have actually never ever needed to hire an attorney before. We recommend you ask these 10 questions to discover the finest work attorney 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 usually represent employees or services? More than 99% of our customers are employees. Our Dallas work lawyers aggressively argue for enforcing and expanding worker rights. Because we do not represent companies, we are not interested in losing service clients by passionately defending workers.

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 an Expert in Labor and Employment Law.

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

Are you a solo specialist or does your firm worker numerous lawyers that can assist with my case? We are a real law office that interacts as a group.

What do other employment lawyers think of you? Rob Wiley, Dallas work attorney, has an excellent track record. 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 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 been welcomed to speak at numerous legal representative training conferences across the United States and internationally.

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 initial consultation? Yes. We highly promote for in person conferences. Most work cases are intricate. Our Dallas employment legal representatives desire to fulfill with you in person to have a significant conversation about your case.

Will I satisfy a real attorney for my preliminary consultation? Yes. Unlike many law practice, we do not use paralegals or non-lawyer staff for initial consultations.

Do you charge an initial assessment cost? If not, why not? Yes, we charge a consultation cost. By charging a consult fee, we drastically decrease the number of preliminary assessments. This allows us to have an attorney present at every preliminary assessment. It also guarantees that the customers we see are severe about their case. Our company believe that the majority of trusted work attorneys charge for an initial consultation. In our viewpoint, employment lawyers who do not charge for a preliminary consult are typically not really excellent.

The Law Office of Rob Wiley, P.C. represents employees in a range of conflicts with their companies. A lot of our cases are before state and federal companies like the EEOC, the Department of Labor, or the Texas Workforce Commission. Other cases are submitted in state or federal court. Although the majority of our cases are individual cases, we likewise 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 necessary to employ a lawyer before suing with any federal government agency such as the Equal Job Opportunity Commission (EEOC). We frequently represent employees before federal government agencies and in court.

It is prohibited for a company to permit a hostile work environment under a number of state and federal laws. Generally, a hostile work environment takes place when an employee experiences extreme or prevalent harassment. For instance, a manager who sexually harasses a subordinate can develop an illegal hostile work environment. Similarly, usage of the “n-word,” ridiculing a handicapped worker, or demeaning a worker’s religions could develop a hostile work environment.

It is unlawful for an employer to strike back against an employee for working out workplace rights. This can consist of retaliation for grumbling about discrimination, harassment, workplace safety, overdue overtime, or union organizing. Retaliatory acts include termination, failure to promote, or pay cuts. Retaliation can likewise include harassment or bullying designed to discourage other employees from making problems or doing something about it versus the employer. Employees who know monetary or government fraud may have unique whistleblower securities. Our law workplace represents whistleblowers in procedures before the SEC, FINRA, and OSHA. We likewise represent whistleblowers in federal court actions concerning grant fraud, Medicare/Medicaid fraud, and defense contracting fraud.

Every year companies in the United States underpay their workers by billions of dollars. Most American employees are qualified to be paid (1) base pay which is currently $7.25 per hour, and (2) overtimes earnings of one-and-one-half times their regular per hour rate. Working off the clock, consisting of over lunch or after hours, is often illegal. Only certain top-level supervisors, administrators, and experts might be paid an income in lieu of overtime. The exceptions are rare.

While numerous staff members are considered tipped staff members and are paid $2.13 per hour, overall payment needs to be at least $7.25 per hour, consisting of tips. Additionally, employers must pay tipped staff members $5.12 instead of $2.13 or $3.20 when working overtime. It is prohibited for a restaurant to require tipped staff members to charges, walked tabs, or share ideas with kitchen staff, janitors, or management.

Employees who qualify for household and medical leave are entitled to as much as twelve weeks of leave. Leave can be for the care of a spouse, parent, or child. Employees can likewise take individual medical leave for their own major medical condition. Importantly, leave can be taken in blocks or on a periodic, as required basis. Employers can not strike back versus employees who are looking for leave, have actually taken leave, or are returning from leave. After departing, an employee needs to be returned to the exact same or a comparable position.

Under the Americans with Disabilities Act (“ADA”) a company should offer a disabled worker with sensible accommodations. if it would allow the employee to perform the important functions of the job. Reasonable accommodations might consist of, customizing work schedules, short-term leave, working from home, or adjusting job tasks.

The deadline to submit an employment claim can be exceptionally brief. If you are experiencing problems in your work environment or have been fired, call our office instantly.