Dallas Employment Lawyers

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

Our workplace is staffed by six attorneys focused solely on employment law. We workplace out of a brought back Victorian mansion initially integrated in 1910. We lie in the State-Thomas area of Uptown Dallas.

If you are looking for a work attorney to represent you in a legal dispute, employment please contact us.

Having practiced employment law for more than a decade, Rob Wiley understands it can be challenging to find a qualified work legal representative in Texas. The majority of our customers have actually never needed to hire a lawyer before. We recommend you ask these 10 concerns to discover the best work lawyer for you:

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

Do you usually represent employees or businesses? More than 99% of our customers are workers. Our Dallas work attorneys strongly argue for enforcing and expanding employee rights. Because we do not represent employers, we are not worried with losing business clients by passionately battling for 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 company have the necessary resources to handle my case? Yes. With 7 lawyers in Dallas, we have the resources to handle most cases.

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

What do other employment lawyers think about you? Rob Wiley, Dallas employment legal representative, has an exceptional credibility. 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, has actually been called a Texas Super Lawyer by Thompson Reuters every year given that 2014, employment named a Super Lawyers Rising Star from 2012-2013, and has been welcomed to speak at different attorney training conferences across the United States and employment globally.

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

Will you consult with me face-to-face for the initial assessment? Yes. We strongly advocate for face-to-face conferences. Most work cases are complex. Our Dallas employment legal representatives wish to consult with you face to face to have a meaningful conversation about your case.

Will I satisfy a real 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 fee? If not, why not? Yes, we charge an assessment charge. By charging a seek advice from charge, we significantly decrease the number of preliminary assessments. This enables us to have an attorney present at every initial consultation. It likewise ensures that the customers we see are severe about their case. Our company believe that a lot of trustworthy employment attorneys charge for an initial consultation. In our viewpoint, work lawyers who do not charge for an initial speak with are normally not excellent.

The Law Office of Rob Wiley, P.C. represents workers in a range of conflicts with their employers. A number 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 individual cases, we also represent workers in class or cumulative actions and employment intricate litigation.

Discrimination is forbidden 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 hire an attorney before submitting a claim with any government firm such as the Equal Employment Opportunity Commission (EEOC). We frequently represent staff members before government companies and in court.

It is unlawful for an employer to allow a hostile workplace under a number of state and federal laws. Generally, a hostile workplace happens when a staff member experiences serious or pervasive harassment. For instance, a manager who sexually harasses a subordinate can create an illegal hostile work environment. Similarly, usage of the “n-word,” teasing a disabled employee, or demeaning a worker’s faiths might create a hostile workplace.

It is prohibited for an employer to retaliate against a worker for exercising workplace rights. This can consist of retaliation for grumbling about discrimination, harassment, work environment security, overdue 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 discourage other workers from making complaints or taking action versus the employer. Employees who understand monetary or government fraud may have special whistleblower securities. Our law office represents whistleblowers in procedures before the SEC, FINRA, and OSHA. We also 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 staff members by billions of dollars. Most American workers are eligible to be paid (1) base pay which is presently $7.25 per hour, and (2) overtimes salaries of one-and-one-half times their regular per hour rate. Sweating off the clock, consisting of over lunch or employment after hours, is generally prohibited. Only particular high-level managers, administrators, and professionals might 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 compensation must be at least $7.25 per hour, including tips. Additionally, companies must pay tipped workers $5.12 instead of $2.13 or $3.20 when working overtime. It is prohibited for a restaurant to need tipped employees to pay breakage fees, walked tabs, or share suggestions with kitchen area personnel, janitors, or management.

Employees who get approved for family 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 serious medical condition. Importantly, leave can be taken in blocks or on an intermittent, as needed basis. Employers can not retaliate versus staff members who are looking for leave, have actually taken leave, or are returning from leave. After departing, an employee needs to be returned to the exact same or a comparable position.

Under the Americans with Disabilities Act (“ADA”) an employer should offer a handicapped employee with affordable accommodations. if it would permit the worker to carry out the necessary functions of the task. Reasonable lodgings might consist of, modifying work schedules, short-term leave, working from home, or adjusting task duties.

The due date to file an employment claim can be extremely short. If you are experiencing issues in your work environment or have actually been fired, call our office immediately.