Dallas Employment Lawyers

Rob Wiley, P.C. is a Dallas law company representing workers in claims against employers. Typical cases include work discrimination, retaliation, overdue or mispaid salaries, and failure to provide benefits like medical leave or sensible lodging. We have actually been representing staff members because 2000 and have assisted countless Dallas workers.

Our workplace is staffed by 6 lawyers focused on work law. We office out of a brought back Victorian mansion initially integrated in 1910. We are situated in the State-Thomas location of Uptown Dallas.

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

Having practiced work law for more than a decade, Rob Wiley understands it can be challenging to find a certified employment attorney in Texas. The majority of our clients have actually never ever needed to hire a lawyer before. We suggest you ask these 10 concerns to discover the finest employment attorney for you:

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

Do you usually represent employees or services? More than 99% of our customers are employees. Our Dallas work lawyers strongly argue for enforcing and broadening employee rights. Because we do not represent employers, we are not interested in losing company customers by passionately battling for employment 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 a Professional in Labor and Employment Law.

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

Are you a solo professional or does your firm worker several lawyers that can help with my case? We are a real law office that collaborates as a group.

What do other employment legal representatives consider you? Rob Wiley, Dallas employment legal representative, has an exceptional 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 because 2014, named a Super Lawyers Rising Star from 2012-2013, and has actually been welcomed to speak at various lawyer training conferences throughout the United States and internationally.

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 initial consultation? Yes. We highly advocate for in person conferences. Most work cases are complex. Our Dallas work lawyers wish to consult with you personally to have a meaningful conversation about your case.

Will I fulfill a real attorney for my initial assessment? Yes. Unlike lots of law office, we do not use paralegals or non-lawyer personnel for employment initial consultations.

Do you charge an initial consultation cost? If not, why not? Yes, we charge a consultation cost. By charging a consult cost, we drastically reduce the variety of preliminary consultations. This allows us to have a lawyer present at every preliminary assessment. It likewise makes sure that the clients we see are serious about their case. Our company believe that a lot of reputable work lawyers charge for a preliminary consultation. In our viewpoint, employment legal representatives who do not charge for a preliminary seek advice from are normally not excellent.

The Law Office of Rob Wiley, P.C. represents workers in a range of disagreements 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 many of our cases are specific cases, employment we likewise represent employees in class or cumulative actions and complicated litigation.

Discrimination is restricted 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 very important to hire a lawyer before submitting 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 prohibited for an employer to allow a hostile work environment under several state and federal laws. Generally, a hostile workplace happens when an employee experiences severe or pervasive harassment. For instance, employment a manager who sexually pesters a subordinate can create an unlawful hostile workplace. Similarly, usage of the “n-word,” taunting a handicapped worker, employment or demeaning a worker’s religions might produce a hostile workplace.

It is illegal for an employer to strike back versus a staff member for working out office rights. This can consist of retaliation for grumbling about discrimination, harassment, workplace safety, unsettled overtime, or union arranging. Retaliatory acts consist of termination, failure to promote, or pay cuts. Retaliation can also include harassment or bullying created to dissuade other workers from making problems or acting versus the company. Employees who understand financial or federal government scams may have unique whistleblower protections. Our law workplace represents whistleblowers in proceedings before the SEC, FINRA, and OSHA. We also represent whistleblowers in federal court actions concerning grant fraud, Medicare/Medicaid scams, and defense contracting scams.

Every year employers in the United States underpay their workers 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 incomes of one-and-one-half times their routine per hour rate. Working off the clock, consisting of over lunch or after hours, is practically always unlawful. Only certain high-level managers, administrators, and experts may be paid an income in lieu of overtime. The exceptions are scarce.

While numerous employees are thought about tipped staff members and are paid $2.13 per hour, total compensation should be at least $7.25 per hour, including ideas. Additionally, companies need to pay tipped staff members $5.12 instead of $2.13 or $3.20 when working overtime. It is illegal for a restaurant to need tipped workers to pay breakage fees, strolled tabs, or share pointers with kitchen staff, janitors, or management.

Employees who receive family and medical leave are entitled to approximately twelve weeks of leave. Leave can be for the care of a spouse, parent, or kid. 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 against employees who are seeking leave, have departed, or are returning from leave. After taking leave, a worker needs to be returned to the very same or an equivalent position.

Under the Americans with Disabilities Act (“ADA”) a company need to offer a disabled staff member with sensible lodgings. if it would permit the staff member to carry out the important functions of the job. Reasonable accommodations could include, modifying work schedules, short-term leave, working from home, or changing task responsibilities.

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