Dallas Employment Lawyers

Rob Wiley, P.C. is a Dallas law office representing employees in lawsuits versus companies. Typical cases include employment discrimination, retaliation, overdue or mispaid earnings, and failure to provide benefits like medical leave or reasonable lodging. We have actually been representing employees considering that 2000 and have actually helped countless Dallas employees.

Our office is staffed by 6 lawyers focused exclusively on employment law. We office out of a restored Victorian mansion originally developed in 1910. We lie in the State-Thomas location of Uptown Dallas.

If you are looking for an employment legal representative to represent you in a legal conflict, please contact us.

Having practiced employment law for more than a years, Rob Wiley knows it can be challenging to discover a certified employment attorney in Texas. The majority of our clients have never ever had to work with a legal representative before. We suggest you ask these ten concerns to discover the finest employment attorney for you:

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

Do you usually represent workers or companies? More than 99% of our clients are employees. Our Dallas work lawyers aggressively argue for imposing and expanding worker rights. Because we do not represent employers, employment we are not worried about losing service clients by passionately defending employees.

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

Does your law company have the essential 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 professional or does your firm employee several attorneys that can help with my case? We are a real law firm that interacts as a group.

What do other employment lawyers think about you? Rob Wiley, Dallas employment lawyer, has an exceptional track record. Mr. Wiley is a chosen member of the Dallas Bar Association’s Employment Law Council, employment 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 been welcomed to speak at numerous legal representative training conferences across the United States and internationally.

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 consultation? Yes. We strongly advocate for in person conferences. Most employment cases are complicated. Our Dallas employment legal representatives desire to consult with you in individual to have a significant discussion about your case.

Will I satisfy an actual lawyer for my initial ? Yes. Unlike lots of law office, we do not use paralegals or non-lawyer personnel for employment initial consultations.

Do you charge a preliminary consultation charge? If not, why not? Yes, we charge a consultation fee. By charging a consult charge, we considerably decrease the number of initial assessments. This allows us to have a lawyer present at every preliminary consultation. It also makes sure that the customers we see are severe about their case. We believe that the majority of respectable employment lawyers charge for a preliminary consultation. In our opinion, employment legal representatives who do not charge for a preliminary consult are normally not extremely excellent.

The Law Office of Rob Wiley, P.C. represents employees in a variety of disputes with their companies. A number 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 individual cases, we likewise represent workers in class or cumulative actions and complex lawsuits.

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 essential to hire a lawyer before filing a claim with any federal government firm such as the Equal Employment Opportunity Commission (EEOC). We routinely represent employees before federal government companies and in court.

It is unlawful for a company to allow a hostile workplace under a number of state and federal laws. Generally, a hostile workplace takes place when a staff member experiences serious or pervasive harassment. For example, a manager who sexually bugs a subordinate can develop an illegal hostile workplace. Similarly, use of the «n-word,» taunting a disabled worker, or demeaning a staff member’s religions might produce a hostile workplace.

It is prohibited for an employer to strike back against an employee for working out office rights. This can include retaliation for complaining about discrimination, harassment, employment workplace security, unsettled overtime, or union arranging. Retaliatory acts include termination, failure to promote, or pay cuts. Retaliation can also consist of harassment or bullying created to deter other staff members from making complaints or taking action versus the company. Employees who are conscious of financial or federal government fraud might have special 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 fraud, Medicare/Medicaid scams, and defense contracting fraud.

Every year employers in the United States underpay their workers by billions of dollars. Most American workers are qualified to be paid (1) base pay which is currently $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 usually unlawful. Only certain high-level supervisors, administrators, and experts may be paid an income in lieu of overtime. The exceptions are rare.

While numerous employees are thought about tipped workers and are paid $2.13 per hour, total payment must be at least $7.25 per hour, including tips. Additionally, companies should pay tipped staff members $5.12 rather of $2.13 or $3.20 when working overtime. It is prohibited for a restaurant to require tipped staff members to pay damage costs, strolled tabs, or share ideas with kitchen area staff, janitors, or management.

Employees who get approved for employment family and medical leave are entitled to up to twelve weeks of leave. Leave can be for the care of a partner, moms and dad, employment or child. Employees can likewise 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 workers who are looking for leave, have departed, or are returning from leave. After departing, a worker needs to be returned to the exact same or a comparable position.

Under the Americans with Disabilities Act («ADA») a company need to supply a handicapped employee with affordable lodgings. if it would enable the staff member to carry out the essential functions of the task. Reasonable accommodations might consist of, modifying work schedules, short-term leave, working from home, or adjusting job duties.

The due date to file an employment claim can be exceptionally short. If you are experiencing issues in your workplace or have been fired, call our workplace instantly.