Dallas Employment Lawyers

Rob Wiley, P.C. is a Dallas law office representing employees in suits against companies. Typical cases consist of work discrimination, retaliation, unpaid or mispaid earnings, and failure to offer benefits like medical leave or affordable lodging. We have been representing employees because 2000 and have helped countless Dallas employees.

Our office is staffed by 6 lawyers focused solely on employment law. We office out of a restored Victorian mansion initially integrated in 1910. We lie in the State-Thomas area of Uptown Dallas.

If you are looking for a work attorney to represent you in a legal conflict, please call us.

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

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

Do you generally represent employees or businesses? More than 99% of our clients are workers. Our Dallas employment lawyers aggressively argue for imposing and expanding worker rights. Because we do not represent companies, we are not interested in losing organization customers 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 accredited Rob Wiley as a Specialist in Labor employment and Employment Law.

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

Are you a solo professional or does your firm staff member several lawyers that can assist with my case? We are a real law firm that works together as a team.

What do other employment lawyers 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 been called a Texas Super Lawyer by Thompson Reuters every year because 2014, called 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 worldwide.

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

Will you consult with me face-to-face for employment the initial assessment? Yes. We strongly promote for face-to-face meetings. Most employment cases are complicated. Our Dallas work attorneys wish to consult with you in person to have a significant conversation about your case.

Will I fulfill an actual attorney for my initial assessment? Yes. Unlike many law practice, we do not utilize paralegals or non-lawyer personnel for initial consultations.

Do you charge a preliminary consultation charge? If not, why not? Yes, we charge an assessment fee. By charging a consult charge, we significantly reduce the number of preliminary consultations. This enables us to have an attorney present at every preliminary assessment. It likewise ensures that the customers we see are serious about their case. Our company believe that the majority of credible work lawyers charge for an initial consultation. In our opinion, work attorneys who do not charge for an initial seek advice from are typically not excellent.

The Law Office of Rob Wiley, P.C. represents workers in a range of disagreements with their employers. Much 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 many of our cases are individual cases, we likewise represent employees in class or collective actions and complicated litigation.

Discrimination is forbidden 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 essential to work with a lawyer before suing with any federal government firm such as the Equal Job Opportunity Commission (EEOC). We frequently represent before government firms and in court.

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

It is unlawful for an employer to strike back against a staff member for exercising workplace rights. This can include retaliation for grumbling about discrimination, harassment, workplace security, overdue overtime, or union arranging. Retaliatory acts consist of termination, failure to promote, or pay cuts. Retaliation can likewise include harassment or bullying created to deter other staff members from making problems or taking action versus the employer. Employees who know monetary or employment government fraud may have special whistleblower protections. Our law workplace represents whistleblowers in proceedings before the SEC, FINRA, and OSHA. We likewise represent whistleblowers in federal court actions worrying grant scams, employment Medicare/Medicaid scams, 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) base pay which is presently $7.25 per hour, and (2) overtimes earnings of one-and-one-half times their routine hourly rate. Sweating off the clock, including over lunch or after hours, is usually unlawful. Only certain high-level managers, administrators, and specialists might be paid an income in lieu of overtime. The exceptions are rare.

While lots of staff members are considered tipped staff members and are paid $2.13 per hour, overall payment needs to be at least $7.25 per hour, consisting of ideas. Additionally, companies should pay tipped workers $5.12 instead of $2.13 or $3.20 when working overtime. It is prohibited for a dining establishment to require tipped staff members to pay breakage costs, walked tabs, or share pointers with cooking area personnel, janitors, employment 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, employment or child. Employees can also take individual medical leave for their own serious medical condition. Importantly, leave can be taken in blocks or on a periodic, as required basis. Employers can not strike back against employees who are looking for leave, have departed, or are returning from leave. After departing, a staff member should be returned to the exact same or an equivalent position.

Under the Americans with Disabilities Act („ADA”) a company need to offer a handicapped staff member with sensible lodgings. if it would permit the employee to perform the vital functions of the task. Reasonable accommodations could consist of, modifying work schedules, brief term leave, employment working from home, or adjusting task responsibilities.

The due date to file a work claim can be incredibly brief. If you are experiencing issues in your workplace or have been fired, call our office immediately.