Dallas Employment Lawyers

Rob Wiley, P.C. is a Dallas law company representing employees in claims versus employers. Typical cases include employment discrimination, retaliation, unpaid or mispaid wages, and failure to supply advantages like medical leave or sensible lodging. We have been representing workers because 2000 and have actually assisted countless Dallas employees.

Our office is staffed by six attorneys focused exclusively on work law. We workplace out of a restored Victorian mansion initially built in 1910. We are located 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 call us.

Having practiced employment law for more than a years, Rob Wiley understands it can be tough to discover a certified work attorney in Texas. Most of our clients have actually never needed to employ a lawyer before. We suggest you ask these ten concerns to discover the best employment attorney 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 employment law.

Do you generally represent employees or companies? More than 99% of our clients are workers. Our Dallas work lawyers strongly argue for enforcing and broadening employee rights. Because we do not represent employers, we are not concerned with losing company clients by passionately defending staff members.

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 certified Rob Wiley as a Professional in Labor and Employment Law.

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

Are you a solo specialist or does your company worker numerous attorneys that can help with my case? We are a genuine law practice that collaborates as a group.

What do other work legal representatives consider you? Rob Wiley, Dallas work lawyer, has an exceptional credibility. 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 called a Texas Super Lawyer by Thompson Reuters every year considering that 2014, called a Super Lawyers Rising Star from 2012-2013, and has been welcomed to speak at various legal representative training conferences throughout the United States and worldwide.

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

Will you meet me face-to-face for the initial assessment? Yes. We strongly advocate for in person meetings. Most employment cases are complex. Our Dallas employment attorneys wish to fulfill with you in individual to have a meaningful discussion about your case.

Will I satisfy a real attorney for my initial consultation? Yes. Unlike numerous law practice, we do not use paralegals or non-lawyer personnel for employment preliminary consultations.

Do you charge a preliminary assessment cost? If not, why not? Yes, we charge a consultation cost. By charging a consult cost, we dramatically minimize the variety of preliminary consultations. This allows us to have a lawyer present at every preliminary assessment. It also makes sure that the customers we see are serious about their case. Our company believe that many reputable work attorneys charge for an initial assessment. In our opinion, employment attorneys who do not charge for a preliminary speak with are usually not excellent.

The Law Office of Rob Wiley, P.C. represents employees in a variety of disputes with their employers. Many of our cases are before state and federal agencies like the EEOC, the Department of Labor, or the Texas Workforce Commission. Other cases are filed in state or federal court. Although most of our cases are private cases, we also represent workers in class or collective actions and complicated litigation.

Discrimination is forbidden under Title VII of the Civil Rights 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 an attorney before suing with any government agency such as the Equal Employment Opportunity Commission (EEOC). We frequently represent staff members before federal government firms and in court.

It is unlawful for a company to allow a hostile workplace under a number of state and employment federal laws. Generally, a hostile work environment takes place when a worker experiences extreme or prevalent harassment. For employment instance, a manager who sexually harasses a subordinate can develop an unlawful hostile work environment. Similarly, usage of the “n-word,” taunting a disabled employee, or demeaning a worker’s religions might develop a hostile work environment.

It is prohibited for a company to retaliate versus a staff member for exercising work environment rights. This can include retaliation for grumbling about discrimination, harassment, work environment safety, unpaid overtime, or union arranging. Retaliatory acts include termination, failure to promote, or pay cuts. Retaliation can likewise consist of harassment or bullying created to dissuade other employees from making complaints or taking action versus the company. Employees who are aware of monetary or employment government scams might have special whistleblower securities. Our law office represents whistleblowers in proceedings before the SEC, FINRA, and OSHA. We also represent whistleblowers in federal court actions concerning grant fraud, Medicare/Medicaid fraud, and defense contracting scams.

Every year companies 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 presently $7.25 per hour, and (2) overtimes wages of one-and-one-half times their routine per hour rate. Working off the clock, consisting of over lunch or after hours, is nearly constantly illegal. Only specific top-level managers, administrators, and professionals may be paid a wage in lieu of overtime. The exceptions are scarce.

While lots of workers are considered tipped workers and are paid $2.13 per hour, overall payment should be at least $7.25 per hour, consisting of suggestions. Additionally, employment companies need to pay tipped employees $5.12 instead of $2.13 or $3.20 when working overtime. It is illegal for a restaurant to need tipped staff members to pay breakage fees, walked tabs, or share suggestions with kitchen area personnel, janitors, or management.

Employees who get approved for household and medical leave are entitled to approximately twelve weeks of leave. Leave can be for the care of a spouse, moms and dad, or child. Employees can also take personal medical leave for their own severe medical condition. Importantly, leave can be taken in blocks or on an intermittent, as needed basis. Employers can not strike back versus staff members who are seeking leave, have departed, or are returning from leave. After taking leave, a staff member should be returned to the very same or a comparable position.

Under the Americans with Disabilities Act (“ADA”) an should provide a handicapped employee with reasonable lodgings. if it would enable the worker to carry out the essential functions of the job. Reasonable lodgings could consist of, customizing work schedules, short term leave, working from home, or adjusting job duties.

The deadline to submit a work claim can be incredibly brief. If you are experiencing issues in your office or have been fired, contact our office immediately.