Dallas Employment Lawyers

Rob Wiley, P.C. is a Dallas law practice representing workers in suits against companies. Typical cases include work discrimination, retaliation, unsettled or referall.us mispaid earnings, and failure to offer benefits like medical leave or reasonable lodging. We have actually been representing workers considering that 2000 and have helped thousands of Dallas workers.

Our office is staffed by 6 attorneys focused solely on employment law. We office out of a brought back Victorian mansion originally built 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 dispute, please call us.

Having practiced employment law for more than a decade, Rob Wiley knows it can be tough to find a certified employment legal representative in Texas. The majority of our customers have never needed to hire an attorney before. We recommend you ask these ten concerns to discover the very best work lawyer for you:

What percentage of your practice is dedicated to work law?The Law Office of Rob Wiley, P.C. devotes almost all of our practice to work law.

Do you usually represent workers or organizations? More than 99% of our clients are workers. Our Dallas employment attorneys aggressively argue for imposing and expanding worker rights. Because we do not represent employers, we are not interested in losing company clients by passionately defending employees.

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 actually accredited Rob Wiley as an Expert in Labor and Employment Law.

Does your law practice have the essential resources to handle my case? Yes. With 7 dedicated full-time attorneys in Dallas, we have the resources to handle most cases.

Are you a solo specialist or does your firm employee numerous lawyers that can help with my case? We are a genuine law firm that collaborates as a team.

What do other employment legal representatives consider you? Rob Wiley, Dallas work attorney, has an excellent 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 named a Texas Super Lawyer by Thompson Reuters every year given that 2014, named a Super Lawyers Rising Star from 2012-2013, and has actually been invited to speak at different attorney training conferences across the United States and internationally.

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

Will you consult with me face-to-face for the preliminary assessment? Yes. We highly advocate for in person conferences. Most employment cases are intricate. Our Dallas employment attorneys wish to satisfy with you personally to have a meaningful conversation about your case.

Will I meet an actual lawyer for my initial assessment? Yes. Unlike numerous law firms, we do not use paralegals or non-lawyer staff for initial assessments.

Do you charge a preliminary assessment charge? If not, why not? Yes, we charge an assessment cost. By charging a seek advice from fee, we dramatically minimize the variety of preliminary assessments. This allows us to have an attorney present at every preliminary consultation. It likewise guarantees that the customers we see are major about their case. Our company believe that most trustworthy work attorneys charge for a preliminary assessment. In our opinion, employment legal representatives who do not charge for an initial seek advice from are generally not very good.

The Law Office of Rob Wiley, P.C. represents staff members 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 submitted in state or federal court. Although many of our cases are private cases, we also represent employees in class or collective actions and complex 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 very important to work with a lawyer before suing with any federal government agency such as the Equal Job Opportunity Commission (EEOC). We routinely represent workers before federal government agencies and in court.

It is prohibited for a company to permit a hostile workplace under a number of state and federal laws. Generally, a hostile workplace takes place when a staff member experiences extreme or prevalent harassment. For example, a manager who sexually bugs a subordinate can develop an unlawful hostile workplace. Similarly, use of the “n-word,” taunting a disabled employee, or demeaning an employee’s spiritual beliefs could create a hostile work environment.

It is illegal for an employer to retaliate against a staff member for exercising work environment 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 also consist of harassment or bullying created to dissuade other employees from making complaints or taking action versus the company. Employees who know monetary or federal government scams may have unique whistleblower defenses. Our law office represents whistleblowers in before the SEC, FINRA, and OSHA. We likewise represent whistleblowers in federal court actions concerning grant scams, Medicare/Medicaid scams, and defense contracting scams.

Every year employers in the United States underpay their employees by billions of dollars. Most American workers are eligible to be paid (1) minimum wage which is currently $7.25 per hour, and (2) overtimes earnings of one-and-one-half times their regular per hour rate. Sweating off the clock, including over lunch or after hours, is usually prohibited. Only certain top-level supervisors, administrators, and specialists might be paid a salary in lieu of overtime. The exceptions are scarce.

While lots of staff members 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 tips. Additionally, employers need to pay tipped staff members $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 breakage fees, strolled tabs, or share suggestions with kitchen area personnel, 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, moms and dad, or somalibidders.com kid. Employees can likewise take personal medical leave for their own serious medical condition. Importantly, leave can be taken in blocks or on an intermittent, as needed basis. Employers can not strike back versus staff members who are looking for leave, have actually taken leave, or are returning from leave. After departing, a worker should be returned to the very same or an equivalent position.

Under the Americans with Disabilities Act (“ADA”) a company must offer a disabled staff member with reasonable lodgings. if it would permit the staff member to perform the necessary functions of the job. Reasonable lodgings could include, modifying work schedules, brief term leave, working from home, or adjusting task duties.

The due date to submit an employment claim can be exceptionally short. If you are experiencing issues in your workplace or have actually been fired, call our workplace right away.