Dallas Employment Lawyers

Rob Wiley, P.C. is a Dallas law office representing workers in claims versus employers. Typical cases consist of work discrimination, retaliation, unpaid or mispaid wages, and failure to provide benefits like medical leave or reasonable lodging. We have been representing workers considering that 2000 and have helped countless Dallas employees.

Our workplace is staffed by 6 lawyers focused solely on work law. We workplace out of a restored Victorian estate originally built in 1910. We are located in the State-Thomas location of Uptown Dallas.

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

Having practiced work law for more than a decade, Rob Wiley understands it can be challenging to find a certified employment legal representative in Texas. Most of our clients have never ever had to employ a legal representative before. We suggest you ask these 10 concerns to discover the finest work attorney for you:

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

Do you generally represent workers or companies? More than 99% of our customers are workers. Our Dallas work attorneys aggressively argue for enforcing and expanding employee rights. Because we do not represent companies, we are not interested in losing business 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 licensed Rob Wiley as a Specialist in Labor and Employment Law.

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

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

What do other work legal representatives consider you? Rob Wiley, Dallas employment legal representative, has an excellent reputation. 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 been named 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 welcomed 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 attorney disciplinary history at www.texasbar.com.

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

Will I satisfy an actual lawyer for my initial consultation? Yes. Unlike numerous law companies, we do not use paralegals or non-lawyer staff for initial consultations.

Do you charge an initial assessment charge? If not, why not? Yes, we charge a consultation cost. By charging a seek advice from fee, we significantly minimize the variety of initial consultations. This permits us to have an attorney present at every preliminary assessment. It also ensures that the customers we see are serious about their case. Our company believe that most respectable work lawyers charge for an initial assessment. In our viewpoint, employment legal representatives who do not charge for an initial speak with are generally not excellent.

The Law Office of Rob Wiley, P.C. represents staff members in a variety of disputes with their companies. Many of our cases are before state and federal firms 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 collective actions and intricate litigation.

Discrimination is forbidden 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 suing with any federal government company such as the Equal Job Opportunity Commission (EEOC). We regularly represent staff members before government agencies and in court.

It is for a company to allow 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 bugs a subordinate can produce an unlawful hostile work environment. Similarly, usage of the “n-word,” ridiculing a disabled staff member, or demeaning a worker’s faiths might develop a hostile work environment.

It is prohibited for a company to retaliate against an employee for exercising work environment rights. This can include retaliation for complaining about discrimination, harassment, work environment safety, unpaid overtime, or union arranging. Retaliatory acts consist of termination, failure to promote, or pay cuts. Retaliation can also consist of harassment or bullying developed to discourage other workers from making complaints or taking action versus the employer. Employees who know monetary or government scams may have special whistleblower defenses. Our law workplace represents whistleblowers in procedures before the SEC, FINRA, and OSHA. We also represent whistleblowers in federal court actions worrying grant scams, Medicare/Medicaid fraud, 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) base pay which is currently $7.25 per hour, and (2) overtimes salaries of one-and-one-half times their routine hourly rate. Sweating off the clock, including over lunch or after hours, is usually prohibited. Only particular high-level managers, administrators, and specialists might be paid an income in lieu of overtime. The exceptions are few and far in between.

While lots of employees are thought about tipped staff members and are paid $2.13 per hour, employment total settlement needs to be at least $7.25 per hour, consisting of tips. Additionally, employment companies should pay tipped workers $5.12 instead of $2.13 or $3.20 when working overtime. It is prohibited for a restaurant to require tipped workers to pay breakage fees, strolled tabs, or share pointers with kitchen area staff, janitors, or management.

Employees who receive household and medical leave are entitled to as much as twelve weeks of leave. Leave can be for the care of a spouse, parent, employment or child. Employees can likewise take individual medical leave for their own severe medical condition. Importantly, leave can be taken in blocks or on a periodic, as required basis. Employers can not retaliate versus staff members who are seeking leave, have actually taken leave, or are returning from leave. After taking leave, employment a staff member should be gone back to the same or an equivalent position.

Under the Americans with Disabilities Act (“ADA”) an employer need to supply a handicapped staff member with reasonable lodgings. if it would allow the employee to perform the important functions of the task. Reasonable accommodations could include, customizing work schedules, short-term leave, working from home, or adjusting task duties.

The due date to file a work claim can be extremely short. If you are experiencing problems in your office or have been fired, call our office instantly.