Dallas Employment Lawyers

Rob Wiley, P.C. is a Dallas law practice representing workers in lawsuits against employers. Typical cases include work discrimination, retaliation, unsettled or mispaid incomes, and failure to provide benefits like medical leave or affordable accommodation. We have actually been representing staff members given that 2000 and have assisted thousands of Dallas employees.

Our workplace is staffed by 6 attorneys focused exclusively on employment law. We workplace out of a brought back Victorian estate initially developed 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 conflict, please contact us.

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

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

Do you generally represent workers or companies? More than 99% of our customers are employees. 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 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 licensed Rob Wiley as a Specialist in Labor and Employment Law.

Does your law firm have the essential resources to handle my case? Yes. With seven devoted full-time lawyers in Dallas, we have the resources to deal with most cases.

Are you a solo specialist or does your firm staff member several attorneys that can help with my case? We are a real law practice that interacts as a team.

What do other employment legal representatives think of you? Rob Wiley, employment Dallas work attorney, employment has an excellent reputation. 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 been called 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 various legal representative 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 fulfill with me face-to-face for the initial assessment? Yes. We strongly advocate for in person conferences. Most work cases are complex. Our Dallas employment lawyers desire to consult with you personally to have a significant conversation about your case.

Will I fulfill a real lawyer for my preliminary consultation? Yes. Unlike many law practice, employment we do not utilize paralegals or non-lawyer staff for initial assessments.

Do you charge an initial consultation fee? If not, why not? Yes, we charge a consultation charge. By charging a consult cost, we drastically lower the number of initial consultations. This allows us to have a lawyer present at every preliminary consultation. It also guarantees that the customers we see are major about their case. Our company believe that the majority of trusted work attorneys charge for a preliminary assessment. In our opinion, employment legal representatives who do not charge for a preliminary consult are typically not great.

The Law Office of Rob Wiley, P.C. represents employees in a variety of disagreements with their employers. Many 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 many of our cases are specific cases, we also represent employees in class or collective actions and complicated 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 very important to hire a lawyer before suing with any government company such as the Equal Job Opportunity Commission (EEOC). We regularly represent workers before government agencies and employment in court.

It is prohibited for a company to permit a hostile workplace under several state and federal laws. Generally, a hostile workplace happens when a worker experiences severe or pervasive harassment. For instance, a manager who sexually bugs a subordinate can produce an unlawful hostile workplace. Similarly, usage of the «n-word,» ridiculing a disabled worker, or demeaning a worker’s faiths could create a hostile work environment.

It is illegal for a company to retaliate versus a staff member for exercising workplace rights. This can include retaliation for grumbling about discrimination, harassment, workplace security, unsettled overtime, employment or union arranging. Retaliatory acts consist of termination, failure to promote, or pay cuts. Retaliation can likewise include harassment or bullying created to deter other employees from making problems or doing something about it against the company. Employees who know financial or government scams may have unique whistleblower securities. Our law workplace represents whistleblowers in proceedings before the SEC, FINRA, and OSHA. We likewise represent whistleblowers in federal court actions worrying grant scams, Medicare/Medicaid scams, and defense contracting scams.

Every year employers 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 wages of one-and-one-half times their regular per hour rate. Sweating off the clock, including over lunch or after hours, is generally unlawful. Only specific high-level managers, administrators, and professionals might be paid an income in lieu of overtime. The exceptions are scarce.

While numerous workers are thought about tipped employees and are paid $2.13 per hour, total settlement should be at least $7.25 per hour, consisting of suggestions. Additionally, employers need to pay tipped staff members $5.12 instead of $2.13 or $3.20 when working overtime. It is unlawful for a restaurant to need tipped staff members to pay damage fees, strolled tabs, or share tips with cooking area personnel, janitors, or management.

Employees who qualify for household and medical leave are entitled to as much as twelve weeks of leave. Leave can be for the care of a partner, employment 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 looking for leave, have taken leave, or are returning from leave. After taking leave, an employee must be returned to the same or an equivalent position.

Under the Americans with Disabilities Act («ADA») a company should provide a disabled staff member with sensible lodgings. if it would permit the worker to carry out the important functions of the job. Reasonable lodgings might include, modifying work schedules, short-term leave, working from home, or adjusting task responsibilities.

The due date to file a work claim can be exceptionally short. If you are experiencing problems in your or have been fired, contact our office instantly.