Dallas Employment Lawyers

Rob Wiley, P.C. is a Dallas law office representing employees in lawsuits against companies. Typical cases consist of employment discrimination, retaliation, unpaid or mispaid wages, and failure to offer benefits like medical leave or reasonable accommodation. We have actually been representing staff members because 2000 and have actually helped thousands of Dallas workers.

Our workplace is staffed by six lawyers focused solely on work law. We workplace out of a brought back Victorian estate originally integrated in 1910. We lie in the State-Thomas area of Uptown Dallas.

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

Having practiced employment law for more than a decade, Rob Wiley understands it can be tough to find a qualified work attorney in Texas. The majority of our customers have actually never had to hire an attorney before. We suggest you ask these 10 questions to discover the very best work attorney for you:

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

Do you usually represent workers or businesses? More than 99% of our clients are employees. Our Dallas employment lawyers aggressively argue for imposing and broadening employee rights. Because we do not represent companies, we are not with losing business clients by passionately fighting for 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 accredited Rob Wiley as an Expert in Labor and Employment Law.

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

Are you a solo practitioner or does your company employee a number of attorneys that can help with my case? We are a genuine law office that works together as a group.

What do other work legal representatives think of you? Rob Wiley, Dallas employment lawyer, has an exceptional reputation. 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 named 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 different lawyer training conferences throughout the United States and worldwide.

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

Will you consult with me in person for the initial assessment? Yes. We highly advocate for face-to-face conferences. Most employment cases are complex. Our Dallas work attorneys desire to consult with you face to face to have a meaningful discussion about your case.

Will I fulfill an actual attorney for my preliminary assessment? Yes. Unlike many law firms, we do not use paralegals or non-lawyer staff for preliminary consultations.

Do you charge an initial consultation fee? If not, why not? Yes, we charge a consultation fee. By charging a consult fee, we significantly lower the variety of preliminary consultations. This allows us to have an attorney present at every preliminary assessment. It also ensures that the clients we see are severe about their case. Our company believe that a lot of reliable employment lawyers charge for a preliminary consultation. In our viewpoint, work lawyers 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 conflicts with their companies. A lot of our cases are before state and federal companies 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 private cases, we also represent employees in class or cumulative actions and complex litigation.

Discrimination is restricted 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 an attorney before suing with any federal government firm such as the Equal Employment Opportunity Commission (EEOC). We frequently represent workers before government agencies and in court.

It is illegal for an employer to permit a hostile work environment under several state and federal laws. Generally, a hostile workplace happens when a worker experiences serious or pervasive harassment. For instance, a supervisor who sexually bugs a subordinate can create an unlawful hostile work environment. Similarly, use of the “n-word,” teasing a disabled employee, or demeaning a staff member’s religions might produce a hostile workplace.

It is illegal for an employer to strike back against a staff member for working out work environment rights. This can include retaliation for complaining about discrimination, harassment, office safety, employment unpaid overtime, or union arranging. Retaliatory acts consist of termination, failure to promote, or pay cuts. Retaliation can also consist of harassment or bullying designed to discourage other staff members from making grievances or taking action versus the company. Employees who understand financial or federal government scams might have unique whistleblower protections. Our law workplace represents whistleblowers in procedures before the SEC, FINRA, and OSHA. We likewise represent whistleblowers in federal court actions concerning grant scams, Medicare/Medicaid fraud, and employment defense contracting fraud.

Every year employers in the United States underpay their staff members by billions of dollars. Most American employees are qualified to be paid (1) minimum wage which is currently $7.25 per hour, and (2) overtimes incomes of one-and-one-half times their routine hourly rate. Sweating off the clock, including over lunch or after hours, is often illegal. Only certain high-level supervisors, administrators, and specialists may be paid a wage in lieu of overtime. The exceptions are rare.

While numerous employees are considered tipped employees and are paid $2.13 per hour, overall compensation needs to be at least $7.25 per hour, including ideas. Additionally, companies should pay tipped employees $5.12 rather 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 tips with cooking area personnel, janitors, or management.

Employees who get approved for family 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 individual 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 strike back against workers who are looking for leave, have actually taken leave, or are returning from leave. After taking leave, a worker needs to be returned to the very same or a comparable position.

Under the Americans with Disabilities Act (“ADA”) a company must offer a handicapped worker with sensible accommodations. if it would enable the worker to carry out the necessary functions of the job. Reasonable lodgings might consist of, modifying work schedules, brief term leave, working from home, or adjusting job tasks.

The due date to file a work claim can be exceptionally short. If you are experiencing problems in your work environment or employment have actually been fired, call our workplace instantly.