Dallas Employment Lawyers

Rob Wiley, P.C. is a Dallas law practice representing workers in suits versus employers. Typical cases include work discrimination, retaliation, unsettled or mispaid incomes, and failure to provide advantages like medical leave or reasonable accommodation. We have been representing staff members given that 2000 and have assisted thousands of Dallas workers.

Our workplace is staffed by six attorneys focused exclusively on employment law. We workplace out of a restored Victorian mansion originally integrated in 1910. We are situated in the State-Thomas area of Uptown Dallas.

If you are searching for an employment attorney to represent you in a legal conflict, please contact us.

Having practiced work law for more than a decade, Rob Wiley knows it can be difficult to discover a certified employment legal representative in Texas. Most of our customers have never needed to hire a lawyer before. We suggest you ask these 10 concerns to find the very best employment lawyer for you:

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

Do you usually represent workers or organizations? More than 99% of our customers are employees. Our Dallas employment attorneys strongly argue for imposing and employment expanding employee rights. Because we do not represent employers, we are not interested in losing company customers 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 certified Rob Wiley as a Specialist in Labor and Employment Law.

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

Are you a solo practitioner or does your company worker numerous attorneys that can assist with my case? We are a real law office that works together as a group.

What do other work lawyers consider you? Rob Wiley, Dallas employment legal representative, has an exceptional credibility. 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 since 2014, named a Super Lawyers Rising Star from 2012-2013, and has actually been welcomed to speak at different attorney training conferences across 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 consult with me in person for the initial assessment? Yes. We highly promote for face-to-face meetings. Most employment cases are complex. Our Dallas work legal representatives wish to meet you personally to have a significant discussion about your case.

Will I satisfy an actual attorney for my initial assessment? Yes. Unlike lots of law office, we do not use paralegals or non-lawyer personnel for initial consultations.

Do you charge a preliminary assessment charge? If not, why not? Yes, we charge a consultation fee. By charging a seek advice from charge, we significantly lower the number of preliminary consultations. This allows us to have an attorney present at every initial consultation. It also makes sure that the clients we see are serious about their case. Our company believe that many respectable employment attorneys charge for a preliminary consultation. In our viewpoint, employment attorneys who do not charge for an initial consult are typically not excellent.

The Law Office of Rob Wiley, P.C. represents staff members in a range of disagreements with their companies. A number 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 also 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, employment it is necessary to hire a lawyer before filing a claim with any federal government firm such as the Equal Employment Opportunity Commission (EEOC). We routinely represent workers before government companies and in court.

It is unlawful for a company to permit a hostile workplace under a number of state and federal laws. Generally, a hostile workplace happens when a worker experiences serious or pervasive harassment. For instance, a supervisor who sexually harasses a subordinate can create an unlawful hostile workplace. Similarly, usage of the “n-word,” taunting a disabled employee, or demeaning a worker’s faiths might develop a hostile work environment.

It is unlawful for an employer to strike back versus an employee for employment working out workplace rights. This can consist of retaliation for complaining about discrimination, employment harassment, safety, overdue overtime, or employment union arranging. Retaliatory acts consist of termination, failure to promote, or pay cuts. Retaliation can also include harassment or bullying developed to dissuade other employees from making problems or doing something about it against the employer. Employees who know financial or government scams might have special 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 scams, and defense contracting scams.

Every year employers in the United States underpay their workers by billions of dollars. Most American employees are eligible to be paid (1) base pay which is currently $7.25 per hour, and (2) overtimes wages of one-and-one-half times their routine hourly rate. Working off the clock, including over lunch or after hours, is often unlawful. Only particular top-level managers, administrators, and specialists may be paid a salary in lieu of overtime. The exceptions are rare.

While many workers are considered tipped workers and are paid $2.13 per hour, total settlement needs to 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 prohibited for a restaurant to require tipped workers to pay breakage costs, walked tabs, or share ideas with kitchen area staff, janitors, or management.

Employees who get approved for family and medical leave are entitled to up to twelve weeks of leave. Leave can be for the care of a spouse, parent, or kid. Employees can also take personal medical leave for their own serious medical condition. Importantly, leave can be taken in blocks or employment on an intermittent, as needed basis. Employers can not strike back versus workers who are looking for leave, have departed, or are returning from leave. After taking leave, an employee must be gone back to the same or an equivalent position.

Under the Americans with Disabilities Act (“ADA”) an employer must provide a disabled employee with affordable accommodations. if it would allow the staff member to perform the important functions of the job. Reasonable lodgings might include, customizing work schedules, short-term leave, working from home, or changing task tasks.

The deadline to file an employment claim can be extremely brief. If you are experiencing problems in your workplace or have actually been fired, contact our workplace right away.