Dallas Employment Lawyers

Rob Wiley, P.C. is a Dallas law company representing employees in claims against companies. Typical cases include employment discrimination, retaliation, unsettled or mispaid wages, and failure to offer advantages like medical leave or sensible lodging. We have actually been representing employees given that 2000 and have actually helped countless Dallas employees.

Our office is staffed by six attorneys focused entirely on work law. We workplace out of a brought back Victorian estate originally constructed in 1910. We are located in the State-Thomas area of Uptown Dallas.

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

Having practiced work law for more than a decade, Rob Wiley knows it can be difficult to find a certified work attorney in Texas. The majority of our clients have actually never ever had to hire a legal representative before. We recommend you ask these 10 questions to find the best employment legal representative for you:

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

Do you usually represent workers or businesses? More than 99% of our customers are staff members. Our Dallas work attorneys strongly argue for implementing and broadening employee rights. Because we do not represent companies, we are not interested in losing organization 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 certified Rob Wiley as a Professional in Labor and Employment Law.

Does your law practice have the necessary resources to handle my case? Yes. With 7 devoted full-time lawyers in Dallas, we have the resources to manage most cases.

Are you a solo specialist or does your company worker numerous attorneys that can help with my case? We are a genuine law office that interacts as a team.

What do other work legal representatives think of you? Rob Wiley, Dallas employment attorney, has an excellent credibility. Mr. Wiley is an elected member of the Dallas Bar Association’s Employment Law Council, is the previous president of the Dallas-Fort Worth Employment Lawyers Association, has 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 invited to speak at numerous attorney 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 satisfy with me in person for the initial consultation? Yes. We strongly promote for face-to-face conferences. Most employment cases are complicated. Our Dallas work legal representatives wish to meet you in person to have a meaningful discussion about your case.

Will I satisfy a real lawyer for my initial assessment? Yes. Unlike many law companies, we do not utilize paralegals or non-lawyer personnel for initial consultations.

Do you charge an initial assessment charge? If not, why not? Yes, we charge a consultation cost. By charging a consult fee, we considerably lower the number of preliminary assessments. This allows us to have a lawyer present at every initial assessment. It likewise guarantees that the clients we see are serious about their case. We believe that the majority of trusted employment lawyers charge for a preliminary assessment. In our opinion, employment legal representatives who do not charge for an initial seek advice from are generally not great.

The Law Office of Rob Wiley, P.C. represents staff members in a variety of conflicts with their employers. Much of our cases are before state and federal firms 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 specific cases, we likewise represent workers in class or collective actions and intricate lawsuits.

Discrimination is prohibited 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 very important to hire an attorney before submitting a claim with any government agency such as the Equal Job Opportunity Commission (EEOC). We routinely represent employees before government agencies and in court.

It is prohibited for a company to allow a hostile work environment under numerous state and federal laws. Generally, a hostile work environment occurs when a staff member experiences extreme or prevalent harassment. For example, a manager who sexually bothers a subordinate can produce an unlawful hostile work environment. Similarly, usage of the “n-word,” teasing a handicapped staff member, or demeaning a staff member’s religious beliefs could create a hostile work environment.

It is illegal for an employer to retaliate against a staff member for exercising office rights. This can consist of retaliation for grumbling about discrimination, harassment, office security, overdue overtime, or union arranging. Retaliatory acts include termination, failure to promote, or pay cuts. Retaliation can also consist of harassment or bullying created to deter other staff members from making complaints or doing something about it versus the employer. Employees who are conscious of financial or government fraud might have unique whistleblower defenses. Our law office represents whistleblowers in proceedings before the SEC, FINRA, and OSHA. We likewise represent whistleblowers in federal court actions concerning grant fraud, Medicare/Medicaid scams, and defense contracting scams.

Every year employers in the United States underpay their staff members by billions of dollars. Most American employees are to be paid (1) base pay which is currently $7.25 per hour, and (2) overtimes incomes of one-and-one-half times their routine hourly rate. Working off the clock, including over lunch or after hours, is nearly constantly prohibited. Only particular top-level supervisors, referall.us administrators, and experts may be paid an income in lieu of overtime. The exceptions are rare.

While lots of employees are considered tipped employees and are paid $2.13 per hour, total settlement should be at least $7.25 per hour, consisting of tips. Additionally, companies need to pay tipped employees $5.12 rather of $2.13 or $3.20 when working overtime. It is unlawful for a restaurant to require tipped staff members to pay breakage costs, strolled tabs, or share suggestions with kitchen area personnel, janitors, or management.

Employees who get approved for household and medical leave are entitled to up to 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 severe medical condition. Importantly, leave can be taken in blocks or on a periodic, as needed basis. Employers can not retaliate against workers who are looking for leave, have departed, or are returning from leave. After departing, a worker must be returned to the very same or a comparable position.

Under the Americans with Disabilities Act (“ADA”) a company must provide a handicapped worker with affordable accommodations. if it would enable the employee to perform the vital functions of the job. Reasonable lodgings might include, customizing work schedules, brief term leave, working from home, or adjusting job tasks.

The due date to submit an employment claim can be extremely short. If you are experiencing issues in your work environment or have actually been fired, contact our office right away.