Dallas Employment Lawyers

Rob Wiley, P.C. is a Dallas law office representing workers in lawsuits versus employers. cases consist of work discrimination, retaliation, unsettled or mispaid incomes, and failure to offer advantages like medical leave or reasonable lodging. We have actually been representing staff members because 2000 and have actually helped thousands of Dallas workers.

Our office is staffed by 6 attorneys focused exclusively on work law. We office out of a brought back Victorian estate originally constructed in 1910. We are located in the State-Thomas location of Uptown Dallas.

If you are trying to find an employment lawyer to represent you in a legal dispute, please call us.

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

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

Do you typically represent workers or services? More than 99% of our customers are workers. Our Dallas work attorneys strongly argue for imposing and broadening employee rights. Because we do not represent employers, we are not interested in losing organization clients 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 actually accredited Rob Wiley as a Specialist in Labor and Employment Law.

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

Are you a solo specialist or does your company employee several attorneys that can help with my case? We are a genuine law practice that collaborates as a group.

What do other work lawyers think of you? Rob Wiley, Dallas employment legal representative, has an exceptional reputation. Mr. Wiley is a chosen 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 because 2014, called a Super Lawyers Rising Star from 2012-2013, and has been welcomed to speak at various attorney training conferences across the United States and globally.

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

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

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

Do you charge an initial assessment cost? If not, why not? Yes, we charge an assessment charge. By charging a speak with charge, we significantly minimize the number of initial assessments. This permits us to have a lawyer present at every initial assessment. It also guarantees that the customers we see are major about their case. Our company believe that a lot of trusted work lawyers charge for a preliminary consultation. In our viewpoint, work legal representatives who do not charge for an initial speak with are usually not great.

The Law Office of Rob Wiley, P.C. represents employees in a range of conflicts with their employers. Many 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 the majority of our cases are private cases, we also represent workers in class or cumulative actions and intricate 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 a lawyer before suing with any government company such as the Equal Employment Opportunity Commission (EEOC). We regularly represent employees before government agencies and employment in court.

It is unlawful for an employer to allow a hostile workplace under numerous state and federal laws. Generally, a hostile work environment occurs when a staff member experiences extreme or prevalent harassment. For instance, a manager who sexually harasses a subordinate can produce an illegal hostile workplace. Similarly, usage of the “n-word,” ridiculing a disabled staff member, or demeaning an employee’s faiths could produce a hostile work environment.

It is prohibited for a company to retaliate versus a worker for working out office rights. This can consist of retaliation for grumbling about discrimination, harassment, workplace safety, unsettled overtime, or union arranging. Retaliatory acts consist of termination, failure to promote, or pay cuts. Retaliation can likewise consist of harassment or bullying created to deter other workers from making problems or taking action against the company. Employees who are aware of monetary or federal government scams may have unique whistleblower protections. Our law workplace 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 fraud.

Every year employers in the United States underpay their staff members by billions of dollars. Most American workers are qualified to be paid (1) base pay which is currently $7.25 per hour, and (2) overtimes earnings of one-and-one-half times their regular per hour rate. Working off the clock, consisting of over lunch or after hours, is often illegal. Only specific high-level supervisors, administrators, and professionals may be paid a salary in lieu of overtime. The exceptions are couple of and far in between.

While numerous staff members are considered tipped staff members and employment are paid $2.13 per hour, overall compensation should be at least $7.25 per hour, employment consisting of tips. Additionally, companies need to pay tipped staff members $5.12 instead of $2.13 or $3.20 when working overtime. It is unlawful for a dining establishment to need tipped workers to pay damage costs, strolled tabs, or share suggestions with kitchen staff, janitors, or management.

Employees who certify for family and medical leave are entitled to as much as twelve weeks of leave. Leave can be for the care of a partner, parent, or kid. Employees can also take personal medical leave for their own major medical condition. Importantly, leave can be taken in blocks or on a periodic, as required basis. Employers can not strike back versus staff members who are seeking leave, have actually taken leave, or are returning from leave. After departing, a staff member should be gone back to the exact same or a comparable position.

Under the Americans with Disabilities Act (“ADA”) a company need to provide a disabled employee with sensible accommodations. if it would allow the staff member to carry out the vital functions of the job. Reasonable lodgings might include, customizing work schedules, short-term leave, employment working from home, or changing job tasks.

The deadline to file a work claim can be exceptionally short. If you are experiencing issues in your workplace or have actually been fired, contact our workplace instantly.