Dallas Employment Lawyers

Rob Wiley, P.C. is a Dallas law firm representing employees in claims versus employers. Typical cases consist of employment discrimination, retaliation, unpaid or mispaid wages, and failure to supply advantages like medical leave or affordable accommodation. We have been representing staff members given that 2000 and have actually assisted countless Dallas employees.

Our workplace is staffed by six lawyers focused entirely on employment law. We workplace out of a restored Victorian mansion initially integrated in 1910. We lie in the State-Thomas location of Uptown Dallas.

If you are looking for an employment legal representative to represent you in a legal disagreement, employment please call us.

Having practiced employment law for more than a years, Rob Wiley understands it can be hard to discover a qualified work legal representative in Texas. The majority of our clients have never needed to work with an attorney before. We recommend you ask these 10 questions to find the very best employment legal representative for you:

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

Do you typically represent workers or companies? More than 99% of our clients are workers. Our Dallas work attorneys strongly argue for enforcing and expanding worker rights. Because we do not represent employers, we are not interested in losing company customers by passionately battling for employees.

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 firm have the required resources to manage my case? Yes. With seven devoted full-time attorneys in Dallas, we have the resources to handle most cases.

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

What do other employment attorneys consider you? Rob Wiley, Dallas employment lawyer, has an outstanding track record. Mr. Wiley is an elected member of the Dallas Bar Association’s Employment Law Council, is the past president of the Dallas-Fort Worth Employment Lawyers Association, has been named a Texas Super Lawyer by Thompson Reuters every year since 2014, named a Super Lawyers Rising Star from 2012-2013, and has been invited to speak at various lawyer training conferences across the United States and internationally.

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

Will you meet me in person for the preliminary consultation? Yes. We strongly advocate for face-to-face conferences. Most employment cases are complex. Our Dallas employment legal representatives desire to satisfy with you face to face to have a meaningful conversation about your case.

Will I satisfy an actual lawyer for my preliminary assessment? Yes. Unlike lots of law office, we do not utilize paralegals or non-lawyer personnel for preliminary assessments.

Do you charge a preliminary consultation cost? If not, why not? Yes, we charge an assessment charge. By charging a seek advice from cost, we dramatically minimize the number of preliminary assessments. This enables us to have an attorney present at every initial assessment. It also makes sure that the customers we see are severe about their case. We think that many respectable employment attorneys charge for a preliminary consultation. In our viewpoint, work attorneys who do not charge for an initial consult are normally not excellent.

The Law Office of Rob Wiley, P.C. represents employees in a range of disagreements with their employers. A number 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 employment federal court. Although the majority of our cases are individual cases, we also represent employees in class or employment cumulative actions and intricate lawsuits.

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, it is crucial to hire an attorney before filing a claim with any federal government company such as the Equal Employment Opportunity Commission (EEOC). We routinely represent staff members before government firms and in court.

It is unlawful for an employer to allow a hostile workplace under numerous state and federal laws. Generally, a hostile workplace takes place when a worker experiences severe or pervasive harassment. For example, a manager who sexually bugs a subordinate can create an illegal hostile work environment. Similarly, usage of the “n-word,” teasing a disabled staff member, or demeaning a worker’s faiths might produce a hostile work environment.

It is prohibited for an employer to strike back versus a worker for exercising office rights. This can consist of retaliation for complaining about discrimination, harassment, office safety, unpaid 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 acting against the employer. Employees who know monetary or federal government fraud may have special whistleblower defenses. Our law office represents whistleblowers in proceedings before the SEC, FINRA, and employment OSHA. We likewise represent whistleblowers in federal court actions worrying grant fraud, Medicare/Medicaid scams, and employment 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) base pay which is currently $7.25 per hour, and (2) overtimes earnings of one-and-one-half times their routine hourly rate. Sweating off the clock, consisting of over lunch or after hours, is generally prohibited. Only particular top-level supervisors, administrators, and experts might be paid a salary in lieu of overtime. The exceptions are scarce.

While numerous employees are thought about tipped staff members and are paid $2.13 per hour, overall settlement must be at least $7.25 per hour, including suggestions. Additionally, employers need to pay tipped staff members $5.12 rather of $2.13 or $3.20 when working overtime. It is illegal for a restaurant to need tipped staff members to pay breakage costs, strolled tabs, or share pointers with kitchen staff, janitors, or management.

Employees who qualify for family and medical leave are entitled to approximately twelve weeks of leave. Leave can be for the care of a partner, parent, employment or kid. Employees can likewise take personal medical leave for their own serious medical condition. Importantly, leave can be taken in blocks or on a periodic, as needed basis. Employers can not retaliate against employees who are seeking leave, have actually taken leave, or employment are returning from leave. After taking leave, an employee needs to be returned to the very same or an equivalent position.

Under the Americans with Disabilities Act (“ADA”) an employer should supply a handicapped staff member with sensible accommodations. if it would allow the worker to carry out the necessary of the task. Reasonable lodgings might consist of, customizing work schedules, brief term leave, working from home, or changing job duties.

The due date to file a work claim can be exceptionally brief. If you are experiencing issues in your work environment or have actually been fired, contact our office instantly.