Dallas Employment Lawyers

Rob Wiley, P.C. is a Dallas law office representing employees in lawsuits versus companies. Typical cases include work discrimination, retaliation, unpaid or mispaid earnings, and failure to offer advantages like medical leave or affordable lodging. We have actually been representing employees since 2000 and have helped thousands of Dallas workers.

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

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

Having practiced work law for more than a decade, Rob Wiley knows it can be challenging to find a certified work lawyer in Texas. The majority of our customers have actually never ever needed to hire a legal representative before. We advise you ask these 10 questions to discover the finest work lawyer for you:

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

Do you normally represent employees or organizations? More than 99% of our clients are workers. Our Dallas employment lawyers aggressively argue for implementing and broadening worker rights. Because we do not represent employers, we are not worried about losing organization clients by passionately defending staff members.

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 an Expert in Labor and Employment Law.

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

Are you a solo professional or does your firm worker several attorneys that can help with my case? We are a real law firm that collaborates as a team.

What do other employment attorneys believe about you? Rob Wiley, Dallas work legal representative, has an excellent credibility. 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 been called a Texas Super Lawyer by Thompson Reuters every year because 2014, named a Super Lawyers Rising Star from 2012-2013, and somalibidders.com has been invited to speak at numerous lawyer training conferences throughout the United States and globally.

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

Will you meet with me in person for the preliminary assessment? Yes. We highly advocate for in person conferences. Most work cases are intricate. Our Dallas work attorneys wish to meet you personally to have a significant discussion about your case.

Will I satisfy a real lawyer for my preliminary consultation? Yes. Unlike numerous law firms, we do not use paralegals or non-lawyer personnel for referall.us preliminary assessments.

Do you charge a preliminary assessment cost? If not, why not? Yes, we charge a consultation fee. By charging a speak with fee, we significantly lower the number of preliminary consultations. This allows us to have an attorney present at every initial assessment. It also makes sure that the customers we see are serious about their case. We believe that a lot of trustworthy work lawyers charge for an initial consultation. In our viewpoint, work attorneys who do not charge for an initial consult are usually not great.

The Law Office of Rob Wiley, P.C. represents staff members in a range of conflicts 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 submitted in state or federal court. Although most of our cases are individual cases, we also represent employees in class or cumulative actions and intricate 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 very important to hire an attorney before submitting a claim with any federal government agency such as the Equal Employment Opportunity Commission (EEOC). We routinely represent workers before federal government and in court.

It is illegal for an employer to allow a hostile workplace under a number of state and federal laws. Generally, a hostile workplace takes place when a staff member experiences severe or prevalent harassment. For example, a supervisor who sexually bugs a subordinate can create an illegal hostile workplace. Similarly, use of the « n-word, » ridiculing a disabled employee, or demeaning a staff member’s spiritual beliefs could develop a hostile work environment.

It is unlawful for a company to strike back versus an employee for working out work environment rights. This can consist of retaliation for complaining about discrimination, harassment, office security, overdue overtime, or union organizing. Retaliatory acts include termination, failure to promote, or pay cuts. Retaliation can likewise consist of harassment or bullying developed to dissuade other workers from making problems or acting against the employer. Employees who are mindful of monetary or government scams might have unique whistleblower protections. Our law workplace 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 fraud.

Every year companies in the United States underpay their staff members by billions of dollars. Most American employees are qualified to be paid (1) base pay which is presently $7.25 per hour, and (2) overtimes wages of one-and-one-half times their regular hourly rate. Working off the clock, including over lunch or after hours, is usually illegal. Only specific high-level supervisors, administrators, and specialists might be paid a wage in lieu of overtime. The exceptions are scarce.

While numerous employees are considered tipped workers and are paid $2.13 per hour, overall compensation should be at least $7.25 per hour, consisting of tips. Additionally, employers need to pay tipped employees $5.12 rather of $2.13 or $3.20 when working overtime. It is unlawful for a dining establishment to require tipped employees to pay breakage charges, walked tabs, or share ideas with kitchen area personnel, janitors, or management.

Employees who qualify for household and medical leave are entitled to approximately twelve weeks of leave. Leave can be for the care of a partner, parent, or child. Employees can also take individual medical leave for their own major medical condition. Importantly, leave can be taken in blocks or on an intermittent, as needed basis. Employers can not retaliate against employees who are seeking leave, have taken leave, or are returning from leave. After departing, a worker must be returned to the same or a comparable position.

Under the Americans with Disabilities Act (« ADA ») a company should supply a handicapped staff member with reasonable lodgings. if it would permit the staff member to perform the vital functions of the job. Reasonable accommodations could include, modifying work schedules, short-term leave, working from home, or changing task responsibilities.

The deadline to submit a work claim can be exceptionally brief. If you are experiencing issues in your work environment or have actually been fired, call our workplace immediately.