Dallas Employment Lawyers

Rob Wiley, P.C. is a Dallas law office representing employees in suits versus companies. Typical cases consist of work discrimination, retaliation, overdue or mispaid salaries, and failure to supply benefits like medical leave or reasonable lodging. We have been representing staff members since 2000 and have assisted countless Dallas workers.

Our workplace is staffed by 6 attorneys focused exclusively on work law. We office out of a restored Victorian mansion originally integrated in 1910. We lie in the State-Thomas area of Uptown Dallas.

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

Having practiced employment law for more than a years, Rob Wiley knows it can be difficult to discover a certified work legal representative in Texas. Most of our customers have never ever had to employ a lawyer before. We suggest you ask these ten questions to discover the very best employment lawyer for you:

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

Do you normally represent workers or companies? More than 99% of our clients are workers. Our Dallas work attorneys strongly argue for enforcing and broadening worker rights. Because we do not represent employers, we are not interested in losing company clients by passionately battling 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 licensed Rob Wiley as an Expert in Labor and Employment Law.

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

Are you a solo specialist or does your firm employee numerous attorneys that can help with my case? We are a real law office that works together as a team.

What do other employment legal representatives consider you? Rob Wiley, Dallas employment legal representative, has an exceptional reputation. 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 actually been called a Texas Super Lawyer by Thompson Reuters every year given that 2014, called a Super Lawyers Rising Star from 2012-2013, and has actually been invited to speak at various legal representative training conferences throughout 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 consult with me face-to-face for the initial assessment? Yes. We highly advocate for face-to-face conferences. Most work cases are intricate. Our Dallas work lawyers wish to meet you personally to have a significant discussion about your case.

Will I meet a real lawyer for my initial consultation? Yes. Unlike numerous law office, we do not use paralegals or non-lawyer personnel for preliminary assessments.

Do you charge an initial assessment fee? If not, why not? Yes, we charge an assessment charge. By a seek advice from charge, we significantly lower the variety of preliminary assessments. This allows us to have a lawyer present at every initial consultation. It also makes sure that the clients we see are major about their case. We believe that a lot of reliable employment lawyers charge for an initial consultation. In our opinion, work attorneys who do not charge for a preliminary consult are typically not very excellent.

The Law Office of Rob Wiley, P.C. represents employees in a range of conflicts with their companies. Many of our cases are before state and federal agencies 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 specific cases, we likewise represent employees in class or cumulative actions and complex lawsuits.

Discrimination is forbidden 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 employ a lawyer before suing with any government agency such as the Equal Job Opportunity Commission (EEOC). We frequently represent employees before government companies and in court.

It is prohibited for a company to permit a hostile work environment under numerous state and federal laws. Generally, a hostile work environment occurs when a worker experiences serious or prevalent harassment. For example, a supervisor who sexually pesters a subordinate can produce an unlawful hostile work environment. Similarly, usage of the “n-word,” taunting a disabled employee, or demeaning an employee’s spiritual beliefs might produce a hostile work environment.

It is illegal for an employer to retaliate versus a staff member for working out workplace rights. This can include retaliation for complaining about discrimination, harassment, work environment safety, unsettled overtime, or union arranging. Retaliatory acts include termination, failure to promote, or pay cuts. Retaliation can likewise include harassment or bullying designed to dissuade other staff members from making problems or doing something about it versus the employer. Employees who understand monetary or government scams may have unique whistleblower defenses. Our law office represents whistleblowers in procedures before the SEC, referall.us FINRA, and OSHA. We likewise represent whistleblowers in federal court actions concerning grant fraud, Medicare/Medicaid fraud, and defense contracting fraud.

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 wages of one-and-one-half times their regular hourly rate. Sweating off the clock, consisting of over lunch or after hours, is generally illegal. Only particular top-level managers, administrators, and specialists may be paid a salary in lieu of overtime. The exceptions are scarce.

While many workers are thought about tipped employees and are paid $2.13 per hour, overall payment needs to be at least $7.25 per hour, consisting of suggestions. Additionally, employers need to pay tipped workers $5.12 rather of $2.13 or $3.20 when working overtime. It is prohibited for a dining establishment to need tipped workers to pay damage fees, strolled tabs, or share ideas with kitchen area personnel, janitors, or management.

Employees who get approved for household and medical leave are entitled to approximately twelve weeks of leave. Leave can be for the care of a partner, moms and dad, or child. Employees can also take individual medical leave for their own serious medical condition. Importantly, leave can be taken in blocks or on a periodic, as required basis. Employers can not retaliate against employees who are looking for leave, have taken leave, or are returning from leave. After taking leave, an employee must be returned to the exact same or a comparable position.

Under the Americans with Disabilities Act (“ADA”) an employer must supply a disabled staff member with affordable accommodations. if it would allow the worker to perform the important functions of the task. Reasonable accommodations might consist of, customizing work schedules, short term leave, working from home, or adjusting job duties.

The due date to submit an employment claim can be exceptionally brief. If you are experiencing problems in your workplace or have been fired, contact our office immediately.