Dallas Employment Lawyers

Rob Wiley, P.C. is a office representing employees in lawsuits versus employers. Typical cases include work discrimination, retaliation, unsettled or mispaid incomes, and failure to provide advantages like medical leave or affordable accommodation. We have actually been representing staff members considering that 2000 and have assisted countless Dallas workers.

Our workplace is staffed by six attorneys focused entirely on employment law. We office out of a restored Victorian estate originally developed in 1910. We lie in the State-Thomas location of Uptown Dallas.

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

Having practiced work law for more than a years, job Rob Wiley understands it can be difficult to find a certified work legal representative in Texas. Most of our customers have actually never needed to employ an attorney before. We advise you ask these 10 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. dedicates practically all of our practice to work law.

Do you usually represent workers or companies? More than 99% of our clients are employees. Our Dallas employment lawyers strongly argue for implementing and expanding worker rights. Because we do not represent employers, we are not concerned with losing organization 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 certified Rob Wiley as a Specialist in Labor and Employment Law.

Does your law company have the required 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 practitioner or does your company staff member numerous attorneys that can help with my case? We are a real law practice that interacts as a group.

What do other work legal representatives think of you? Rob Wiley, Dallas employment legal representative, has an excellent credibility. 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 actually been called a Texas Super Lawyer by Thompson Reuters every year since 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 worldwide.

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 in person for the preliminary assessment? Yes. We strongly promote for face-to-face meetings. Most employment cases are complex. Our Dallas employment attorneys want to meet with you in person to have a meaningful conversation about your case.

Will I fulfill a real lawyer for my preliminary assessment? Yes. Unlike numerous law office, we do not use paralegals or non-lawyer staff for preliminary consultations.

Do you charge a preliminary consultation charge? If not, why not? Yes, we charge an assessment charge. By charging a consult cost, we drastically lower the variety of preliminary consultations. This permits us to have a lawyer present at every preliminary consultation. It also makes sure that the customers we see are serious about their case. Our company believe that a lot of credible employment lawyers charge for a preliminary consultation. In our opinion, work legal representatives who do not charge for an initial consult are usually not great.

The Law Office of Rob Wiley, P.C. represents staff members in a variety of disagreements with their companies. Many of our cases are before state and federal companies like the EEOC, the Department of Labor, or the Texas Workforce Commission. Other cases are filed in state or federal court. Although most of our cases are individual cases, we also represent workers in class or collective 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 necessary to work with an attorney before suing with any federal government company 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 work environment under a number of state and federal laws. Generally, a hostile work environment happens when an employee experiences serious or pervasive harassment. For instance, a supervisor who sexually bothers a subordinate can produce an unlawful hostile work environment. Similarly, use of the “n-word,” taunting a disabled staff member, or demeaning a worker’s religious beliefs might create a hostile work environment.

It is unlawful for a company to strike back against an employee for exercising office rights. This can include retaliation for complaining about discrimination, job harassment, workplace safety, overdue overtime, or union organizing. Retaliatory acts consist of termination, failure to promote, or pay cuts. Retaliation can also include harassment or bullying designed to deter other staff members from making grievances or doing something about it against the company. Employees who know financial or federal government fraud may have unique whistleblower securities. Our law office represents whistleblowers in proceedings before the SEC, FINRA, and OSHA. We also represent whistleblowers in federal court actions concerning grant fraud, Medicare/Medicaid fraud, and defense contracting scams.

Every year companies in the United States underpay their workers by billions of dollars. Most American workers are eligible to be paid (1) minimum wage which is presently $7.25 per hour, and (2) overtimes wages of one-and-one-half times their routine hourly rate. Sweating off the clock, including over lunch or after hours, is usually illegal. Only certain top-level supervisors, administrators, and professionals might be paid a wage in lieu of overtime. The exceptions are few and far in between.

While lots of staff members are thought about tipped employees and are paid $2.13 per hour, total compensation should be at least $7.25 per hour, consisting of tips. Additionally, employers should pay tipped employees $5.12 instead of $2.13 or $3.20 when working overtime. It is unlawful for a restaurant to require tipped workers to pay damage costs, strolled tabs, or share pointers with cooking 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, or child. Employees can also take personal medical leave for their own major medical condition. Importantly, leave can be taken in blocks or job on an intermittent, as required basis. Employers can not retaliate against workers who are seeking leave, have departed, or are returning from leave. After taking leave, a worker should be gone back to the same or an equivalent position.

Under the Americans with Disabilities Act (“ADA”) an employer must supply a handicapped staff member with affordable accommodations. if it would permit the staff member to carry out the essential functions of the job. Reasonable accommodations could include, modifying work schedules, short-term leave, working from home, or adjusting job tasks.

The due date to file an employment claim can be exceptionally brief. If you are experiencing problems in your office or have been fired, call our office right away.