Dallas Employment Lawyers

Rob Wiley, P.C. is a Dallas law practice representing employees in suits against companies. Typical cases include work discrimination, retaliation, unpaid or mispaid wages, and failure to supply benefits like medical leave or reasonable lodging. We have been representing employees because 2000 and have actually helped thousands of Dallas workers.

Our office is staffed by six lawyers focused exclusively on employment law. We workplace out of a restored Victorian mansion initially integrated in 1910. We lie in the State-Thomas area of Uptown Dallas.

If you are trying to find a work lawyer to represent you in a legal conflict, please contact us.

Having practiced employment law for more than a decade, Rob Wiley understands it can be challenging to discover a certified employment attorney in Texas. Most of our clients have actually never ever needed to employ a lawyer before. We recommend you ask these 10 questions to discover the very best employment attorney for you:

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

Do you usually represent employees or companies? More than 99% of our customers are employees. Our Dallas work attorneys strongly argue for job enforcing and broadening employee rights. Because we do not represent employers, we are not interested in losing company 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 a Professional in Labor and Employment Law.

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

Are you a solo professional or does your firm employee a number of lawyers that can assist with my case? We are a real law firm that interacts as a team.

What do other work attorneys consider you? Rob Wiley, Dallas employment legal representative, 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 been called 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 lawyer training conferences across 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 in person for the initial consultation? Yes. We highly promote for face-to-face conferences. Most employment cases are complicated. Our Dallas employment lawyers wish to meet you in person to have a meaningful conversation about your case.

Will I satisfy a real attorney for my preliminary assessment? Yes. Unlike lots of law practice, we do not utilize paralegals or non-lawyer staff for preliminary assessments.

Do you charge a preliminary consultation charge? If not, why not? Yes, we charge an assessment fee. By charging a speak with fee, we considerably decrease the variety of preliminary assessments. This allows us to have an attorney present at every initial consultation. It also makes sure that the customers we see are severe about their case. Our company believe that most respectable work attorneys charge for an initial assessment. In our viewpoint, work attorneys who do not charge for a preliminary seek advice from are generally not excellent.

The Law Office of Rob Wiley, job P.C. represents workers in a range of conflicts with their companies. Many of our cases are before state and federal companies 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 workers in class or cumulative actions and complicated litigation.

Discrimination is prohibited under Title VII of the Civil Rights Act of 1964, the Americans with Disabilities Act, job 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 an attorney before filing a claim with any federal government firm such as the Equal Employment Opportunity Commission (EEOC). We regularly represent staff members before federal government firms 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 occurs when a staff member experiences extreme or pervasive harassment. For instance, a supervisor who sexually harasses a subordinate can create an unlawful hostile workplace. Similarly, use of the “n-word,” taunting a disabled staff member, or demeaning an employee’s religions might produce a hostile workplace.

It is prohibited for an employer to retaliate versus a staff member for working out office rights. This can consist of retaliation for job complaining about discrimination, harassment, workplace security, unpaid overtime, or union organizing. Retaliatory acts consist of termination, failure to promote, or pay cuts. Retaliation can also consist of harassment or bullying designed to deter other employees from making grievances or doing something about it against the employer. Employees who understand monetary or federal government scams may have unique whistleblower securities. Our law office represents whistleblowers in procedures before the SEC, FINRA, and OSHA. We likewise represent whistleblowers in federal court actions concerning grant scams, Medicare/Medicaid scams, and defense contracting fraud.

Every year companies in the United States underpay their employees by billions of dollars. Most American workers are qualified to be paid (1) minimum wage which is presently $7.25 per hour, and (2) overtimes incomes of one-and-one-half times their routine hourly rate. Sweating off the clock, consisting of over lunch or after hours, is usually prohibited. Only certain high-level managers, administrators, and professionals may be paid a salary in lieu of overtime. The are few and far between.

While numerous workers are thought about tipped employees and are paid $2.13 per hour, total compensation must be at least $7.25 per hour, consisting of ideas. Additionally, employers need to pay tipped workers $5.12 rather of $2.13 or $3.20 when working overtime. It is illegal for a restaurant to require tipped staff members to pay damage charges, strolled tabs, or share ideas with kitchen staff, janitors, or management.

Employees who get approved for household and medical leave are entitled to as much as twelve weeks of leave. Leave can be for the care of a spouse, parent, or child. 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 needed basis. Employers can not retaliate against staff members who are looking for leave, have taken leave, or are returning from leave. After departing, a worker must be gone back to the very same or a comparable position.

Under the Americans with Disabilities Act (“ADA”) an employer must provide a handicapped staff member with reasonable accommodations. if it would enable the staff member to perform the necessary functions of the job. Reasonable accommodations might consist of, modifying work schedules, short term leave, working from home, or adjusting task tasks.

The deadline to submit an employment claim can be extremely short. If you are experiencing problems in your workplace or have been fired, contact our office right away.