Dallas Employment Lawyers

Rob Wiley, P.C. is a Dallas law office representing employees in claims against companies. Typical cases consist of work discrimination, retaliation, unpaid or mispaid salaries, and failure to offer advantages like medical leave or reasonable lodging. We have actually been representing workers considering that 2000 and have actually assisted countless Dallas employees.

Our workplace is staffed by 6 attorneys focused entirely on employment law. We office out of a restored Victorian mansion initially constructed in 1910. We are located in the State-Thomas location of Uptown Dallas.

If you are trying to find an employment lawyer to represent you in a legal disagreement, please call us.

Having practiced work law for more than a years, Rob Wiley knows it can be challenging to find a qualified employment legal representative in Texas. Most of our clients have never ever had to work with a legal representative before. We recommend you ask these ten concerns 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. commits practically all of our practice to employment law.

Do you usually represent workers or businesses? More than 99% of our customers are workers. Our Dallas work lawyers aggressively argue for imposing and broadening employee rights. Because we do not represent employers, we are not concerned with losing business customers by passionately combating 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 a Specialist 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 handle most cases.

Are you a solo practitioner or does your company staff member numerous lawyers that can help with my case? We are a real law practice that works together as a group.

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

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

Will you consult with me in person for the initial consultation? Yes. We highly advocate for in person conferences. Most employment cases are intricate. Our Dallas work lawyers wish to meet with you personally to have a meaningful conversation about your case.

Will I meet a real lawyer for my preliminary consultation? Yes. Unlike many law office, we do not use paralegals or non-lawyer staff for initial consultations.

Do you charge a preliminary assessment cost? If not, why not? Yes, we charge a consultation charge. By charging a speak with fee, we significantly decrease the variety of initial consultations. This allows us to have an present at every preliminary assessment. It likewise makes sure that the clients we see are severe about their case. Our company believe that many respectable employment lawyers charge for an initial assessment. In our viewpoint, employment legal representatives who do not charge for a preliminary consult are usually not very excellent.

The Law Office of Rob Wiley, P.C. represents staff members in a range of conflicts with their employers. A number of our cases are before state and federal firms 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 employees in class or collective actions and complicated lawsuits.

Discrimination is restricted 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 essential to work with an attorney before suing with any government company such as the Equal Employment Opportunity Commission (EEOC). We frequently represent employees before federal government firms and in court.

It is illegal for a company to allow a hostile workplace under a number of state and federal laws. Generally, a hostile work environment takes place when a worker experiences serious or pervasive harassment. For instance, a manager who sexually harasses a subordinate can create an illegal hostile work environment. Similarly, use of the «n-word,» teasing a disabled staff member, or demeaning a staff member’s faiths could develop a hostile work environment.

It is illegal for an employer to retaliate versus an employee for exercising work environment rights. This can consist of retaliation for grumbling about discrimination, harassment, work environment safety, overdue overtime, or union organizing. Retaliatory acts include termination, failure to promote, or pay cuts. Retaliation can also consist of harassment or bullying developed to dissuade other workers from making grievances or doing something about it versus the company. Employees who know monetary or federal government scams might have special whistleblower defenses. Our law workplace represents whistleblowers in procedures before the SEC, FINRA, and OSHA. We likewise represent whistleblowers in federal court actions worrying grant fraud, Medicare/Medicaid fraud, and defense contracting scams.

Every year employers in the United States underpay their employees by billions of dollars. Most American workers are qualified to be paid (1) base pay which is presently $7.25 per hour, and (2) overtimes salaries of one-and-one-half times their routine per hour rate. Sweating off the clock, including over lunch or after hours, is usually prohibited. Only specific high-level managers, administrators, and professionals may be paid a wage in lieu of overtime. The exceptions are rare.

While numerous workers are thought about tipped staff members and are paid $2.13 per hour, overall compensation should be at least $7.25 per hour, consisting of pointers. Additionally, companies need to pay tipped employees $5.12 instead of $2.13 or $3.20 when working overtime. It is unlawful for a dining establishment to need tipped employees to pay breakage charges, strolled tabs, or share tips with kitchen area personnel, janitors, or management.

Employees who receive family and medical leave are entitled to approximately twelve weeks of leave. Leave can be for the care of a partner, parent, referall.us or kid. Employees can also take individual 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 seeking leave, have actually departed, or are returning from leave. After taking leave, a worker must be returned to the exact same or an equivalent position.

Under the Americans with Disabilities Act («ADA») a company should offer a disabled worker with sensible lodgings. if it would permit the staff member to carry out the vital functions of the job. Reasonable accommodations could include, customizing work schedules, short-term leave, working from home, or changing job tasks.

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