Dallas Employment Lawyers

Rob Wiley, P.C. is a Dallas law office representing employees in claims versus employers. Typical cases consist of employment discrimination, employment retaliation, overdue or mispaid incomes, and failure to provide benefits like medical leave or sensible accommodation. We have actually been representing staff members because 2000 and have actually assisted thousands of Dallas workers.

Our office is staffed by six attorneys focused solely on work law. We workplace out of a restored Victorian estate originally built 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 work law for more than a years, Rob Wiley understands it can be difficult to discover a certified work legal representative in Texas. The majority of our customers have actually never needed to hire a legal representative before. We advise you ask these ten questions to find the very best employment legal representative for you:

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

Do you generally represent employees or organizations? More than 99% of our clients are workers. Our Dallas work attorneys strongly argue for implementing and broadening worker rights. Because we do not represent companies, we are not interested in losing company customers by passionately combating for workers.

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 certified Rob Wiley as an Expert in Labor and Employment Law.

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

Are you a solo specialist or does your firm employee several lawyers that can assist with my case? We are a real law practice that works together as a group.

What do other employment legal representatives think of you? Rob Wiley, Dallas employment legal representative, has an outstanding track record. 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 named a Texas Super Lawyer by Thompson Reuters every year since 2014, called a Super Lawyers Rising Star from 2012-2013, and has actually been welcomed to speak at different attorney training conferences throughout the United States and globally.

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

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

Will I satisfy an actual attorney for my preliminary consultation? Yes. Unlike many law practice, we do not utilize paralegals or non-lawyer staff for preliminary assessments.

Do you charge a preliminary assessment charge? If not, why not? Yes, we charge a consultation charge. By charging a seek advice from fee, we dramatically lower the variety of preliminary assessments. This enables us to have an attorney present at every preliminary assessment. It likewise makes sure that the clients we see are severe about their case. Our company believe that the majority of respectable employment lawyers charge for a preliminary assessment. In our opinion, work lawyers who do not charge for a preliminary speak with are generally not excellent.

The Law Office of Rob Wiley, P.C. represents staff members in a range of disagreements with their employers. A number of our cases are before state and employment federal companies like the EEOC, the Department of Labor, employment or the Texas Workforce Commission. Other cases are submitted in state or federal court. Although most of our cases are private cases, we likewise represent workers in class or collective actions and complicated 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 employ a lawyer before suing with any federal government agency such as the Equal Employment Opportunity Commission (EEOC). We frequently represent workers before federal government firms and in court.

It is unlawful for a company to permit a hostile work environment under numerous state and federal laws. Generally, a hostile work environment occurs when an employee experiences serious or pervasive harassment. For example, a manager who sexually bothers a subordinate can develop an unlawful hostile work environment. Similarly, use of the “n-word,” taunting a disabled worker, or demeaning a staff member’s religious beliefs could develop a hostile work environment.

It is unlawful for a company to retaliate against an employee for working out workplace rights. This can include retaliation for grumbling about discrimination, harassment, work environment security, unpaid overtime, or union arranging. Retaliatory acts include termination, failure to promote, or pay cuts. Retaliation can likewise consist of harassment or bullying designed to discourage other employees from making complaints or acting versus the employer. Employees who are conscious of financial or government scams might have special whistleblower protections. Our law workplace represents whistleblowers in procedures before the SEC, FINRA, and OSHA. We likewise represent whistleblowers in federal court actions concerning grant fraud, Medicare/Medicaid fraud, and defense contracting fraud.

Every year companies in the United States underpay their workers by billions of dollars. Most American employees are eligible to be paid (1) minimum wage which is presently $7.25 per hour, and (2) overtimes salaries 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 specialists might be paid an income in lieu of overtime. The exceptions are scarce.

While lots of staff members are thought about tipped employees and are paid $2.13 per hour, total compensation should be at least $7.25 per hour, including pointers. Additionally, employers should 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 damage costs, walked tabs, or share pointers with kitchen area 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 spouse, moms and dad, or kid. Employees can also take personal medical leave for their own severe medical condition. Importantly, leave can be taken in blocks or on a periodic, as needed basis. Employers can not retaliate against employees who are looking for leave, have departed, or are returning from leave. After taking leave, a staff member needs to be returned to the exact same or a comparable position.

Under the Americans with Disabilities Act (“ADA”) an employer must supply a disabled employee with reasonable lodgings. if it would allow the employee to carry out the necessary functions of the task. Reasonable accommodations could consist of, modifying work schedules, short term leave, working from home, or adjusting task responsibilities.

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