Dallas Employment Lawyers

Rob Wiley, P.C. is a Dallas law practice representing workers in lawsuits against employers. Typical cases consist of employment discrimination, retaliation, unpaid or employment mispaid salaries, and failure to offer advantages like medical leave or sensible accommodation. We have actually been representing employees considering that 2000 and have helped countless Dallas workers.

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

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

Having practiced employment law for more than a years, Rob Wiley understands it can be challenging to find a certified employment attorney in Texas. The majority of our customers have never ever needed to work with a lawyer before. We suggest you ask these 10 concerns to find the best work legal representative for you:

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

Do you normally represent workers or organizations? More than 99% of our customers are workers. Our Dallas employment attorneys strongly argue for implementing and expanding employee rights. Because we do not represent companies, we are not concerned with losing organization customers by passionately defending workers.

Are you a Texas lawyer who is Board Certified in Labor and employment Employment Law by the Texas Board of Legal Specialization? Yes. The Texas Board of Legal Specialization has actually accredited Rob Wiley as a Specialist in Labor and Employment Law.

Does your law company have the required resources to manage my case? Yes. With 7 dedicated full-time lawyers in Dallas, we have the resources to deal with most cases.

Are you a solo practitioner or does your company staff member a number of lawyers that can assist with my case? We are a genuine law practice that works together as a team.

What do other employment attorneys think of you? Rob Wiley, Dallas work attorney, 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 actually been called 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 numerous attorney training conferences across the United States and employment internationally.

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

Will you fulfill with me face-to-face for the preliminary consultation? Yes. We strongly advocate for face-to-face conferences. Most employment cases are complex. Our Dallas work attorneys want to meet you personally to have a meaningful discussion about your case.

Will I satisfy a real attorney for my initial consultation? Yes. Unlike many law practice, we do not use paralegals or non-lawyer staff for initial assessments.

Do you charge an initial consultation fee? If not, why not? Yes, we charge a consultation charge. By charging a consult charge, we considerably decrease the number of initial assessments. This permits us to have an attorney present at every initial consultation. It also ensures that the customers we see are serious about their case. We think that a lot of trusted employment attorneys charge for an initial consultation. In our viewpoint, employment work lawyers who do not charge for a preliminary speak with are generally not great.

The Law Office of Rob Wiley, P.C. represents staff members in a variety of disputes with their companies. A lot of our cases are before state and federal agencies 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 specific cases, we also represent employees in class or cumulative 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 crucial to work with an attorney before suing with any federal government agency such as the Equal Employment Opportunity Commission (EEOC). We frequently represent workers before government companies and in court.

It is illegal for an employer to allow a hostile workplace under several state and federal laws. Generally, a hostile workplace occurs when a staff member experiences severe or pervasive harassment. For instance, a manager who sexually bothers a subordinate can create an illegal hostile workplace. Similarly, use of the “n-word,” teasing a disabled staff member, or demeaning a staff member’s religions might create a hostile workplace.

It is illegal for an employer to strike back against a worker for exercising office rights. This can include retaliation for grumbling about discrimination, harassment, work environment security, unpaid overtime, or union organizing. Retaliatory acts include termination, failure to promote, or pay cuts. Retaliation can also consist of harassment or bullying designed to dissuade other staff members from making grievances or taking action against the employer. Employees who understand financial or federal government scams 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 worrying grant scams, Medicare/Medicaid scams, and defense contracting scams.

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

While many workers are considered tipped staff members and are paid $2.13 per hour, total payment needs to be at least $7.25 per hour, consisting of suggestions. Additionally, employers should pay tipped employees $5.12 instead of $2.13 or $3.20 when working overtime. It is unlawful for a dining establishment to require tipped workers to pay damage charges, walked tabs, or share pointers with cooking area personnel, janitors, or management.

Employees who qualify 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 kid. Employees can likewise take individual medical leave for employment their own major medical condition. Importantly, leave can be taken in blocks or on a periodic, as . Employers can not strike back against employees who are seeking leave, employment have actually taken leave, or are returning from leave. After departing, a worker should be gone back to the exact same or an equivalent position.

Under the Americans with Disabilities Act (“ADA”) a company need to offer a disabled employee with affordable accommodations. if it would permit the employee to perform the vital functions of the job. Reasonable lodgings could consist of, customizing work schedules, short-term leave, working from home, employment or changing task duties.

The deadline to submit an employment claim can be exceptionally short. If you are experiencing issues in your workplace or have been fired, contact our workplace instantly.