Dallas Employment Lawyers

Rob Wiley, P.C. is a Dallas law office representing workers in lawsuits against companies. Typical cases include employment discrimination, retaliation, unsettled or mispaid earnings, and failure to provide advantages like medical leave or sensible accommodation. We have been representing employees considering that 2000 and have actually assisted countless Dallas workers.

Our office is staffed by six attorneys focused exclusively on employment law. We office out of a restored Victorian estate initially integrated in 1910. We are situated in the State-Thomas location of Uptown Dallas.

If you are trying to find an employment legal representative to represent you in a legal conflict, please contact us.

Having practiced employment law for more than a years, Rob Wiley understands it can be tough to find a qualified employment attorney in Texas. The majority of our clients have actually never ever had to work with an attorney before. We recommend you ask these ten concerns to discover the very best employment lawyer for you:

What portion of your practice is devoted to work law?The Law Office of Rob Wiley, P.C. devotes nearly all of our practice to employment law.

Do you normally represent employees or companies? More than 99% of our customers are workers. Our Dallas work attorneys aggressively argue for implementing and broadening worker rights. Because we do not represent employers, we are not worried about losing service clients 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 licensed Rob Wiley as a Professional in Labor and Employment Law.

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

Are you a solo practitioner or does your firm employee numerous lawyers that can help with my case? We are a real law practice that interacts as a group.

What do other work legal representatives think about you? Rob Wiley, Dallas employment lawyer, has an excellent track record. 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, employment has actually been named a Texas Super Lawyer by Thompson Reuters every year given that 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 confirm lawyer disciplinary history at www.texasbar.com.

Will you meet me face-to-face for the preliminary consultation? Yes. We strongly advocate for face-to-face meetings. Most employment cases are complicated. Our Dallas work legal representatives wish to fulfill with you in individual to have a meaningful discussion about your case.

Will I fulfill an actual lawyer for my preliminary consultation? Yes. Unlike lots of law firms, we do not use paralegals or non-lawyer staff for initial consultations.

Do you charge an initial consultation fee? If not, why not? Yes, we charge a consultation charge. By charging a seek advice from cost, we drastically reduce the variety of initial consultations. This enables us to have a lawyer present at every initial consultation. It also guarantees that the customers we see are major about their case. We think that many reputable work attorneys charge for a preliminary consultation. In our opinion, work lawyers who do not charge for a preliminary speak with are normally not excellent.

The Law Office of Rob Wiley, P.C. represents employees in a variety of disputes with their companies. A lot 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 many of our cases are private cases, we likewise represent workers in class or cumulative actions and complex litigation.

Discrimination is prohibited 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 government firm such as the Equal Employment Opportunity Commission (EEOC). We frequently represent workers before federal government firms and in court.

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

It is unlawful for a company to retaliate versus a worker for exercising office rights. This can include retaliation for complaining about discrimination, harassment, work environment security, overtime, or union arranging. Retaliatory acts include termination, failure to promote, or pay cuts. Retaliation can also include harassment or bullying developed to dissuade other workers from making grievances or taking action versus the employer. Employees who understand financial or federal government fraud might have special whistleblower protections. Our law office represents whistleblowers in proceedings before the SEC, FINRA, and OSHA. We also represent whistleblowers in federal court actions concerning grant scams, Medicare/Medicaid scams, and defense contracting scams.

Every year employers in the United States underpay their staff members by billions of dollars. Most American employees are eligible to be paid (1) minimum wage which is currently $7.25 per hour, and (2) overtimes earnings of one-and-one-half times their routine hourly rate. Sweating off the clock, consisting of over lunch or after hours, is often prohibited. Only particular high-level supervisors, administrators, and experts may be paid an income in lieu of overtime. The exceptions are couple of and far in between.

While numerous staff members are considered tipped workers and are paid $2.13 per hour, total payment needs to be at least $7.25 per hour, including 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 need tipped workers to pay breakage costs, walked tabs, or share pointers with kitchen staff, janitors, or employment 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 partner, moms and dad, or kid. 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 required basis. Employers can not strike back against staff members who are seeking leave, have departed, or are returning from leave. After departing, a staff member should be gone back to the very same or an equivalent position.

Under the Americans with Disabilities Act (“ADA”) an employer must offer a handicapped employee with affordable lodgings. if it would allow the worker to carry out the essential functions of the job. Reasonable accommodations might include, modifying work schedules, employment short-term leave, working from home, or changing job duties.

The deadline to submit a work claim can be exceptionally brief. If you are experiencing problems in your office or have been fired, call our office instantly.