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Dallas Employment Lawyers

Rob Wiley, P.C. is a Dallas law office representing workers in suits against companies. Typical cases include work discrimination, retaliation, unsettled or mispaid wages, and failure to offer benefits like medical leave or affordable lodging. We have been representing employees considering that 2000 and have actually helped thousands of Dallas workers.

Our workplace is staffed by 6 lawyers focused exclusively on work law. We workplace out of a restored Victorian mansion originally developed in 1910. We are located in the State-Thomas area of Uptown Dallas.

If you are searching for a work attorney to represent you in a legal disagreement, please call us.

Having practiced work law for more than a years, Rob Wiley understands it can be tough to find a certified work lawyer in Texas. Most of our clients have actually never needed to employ an attorney before. We advise you ask these 10 questions to discover the finest work attorney for you:

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

Do you typically represent workers or companies? More than 99% of our customers are staff members. Our Dallas employment lawyers strongly argue for enforcing and broadening employee rights. Because we do not represent employers, we are not interested in losing business 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 actually licensed Rob Wiley as a Specialist in Labor and Employment Law.

Does your law firm have the needed resources to handle 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 firm employee numerous lawyers that can assist with my case? We are a real law company that collaborates as a team.

What do other work attorneys think about you? Rob Wiley, Dallas employment attorney, has an outstanding reputation. Mr. Wiley is an elected member of the Dallas Bar Association’s Employment Law Council, is the previous of the Dallas-Fort Worth Employment Lawyers Association, has actually been called a Texas Super Lawyer by Thompson Reuters every year because 2014, named a Super Lawyers Rising Star from 2012-2013, and has been welcomed to speak at different legal representative training conferences throughout the United States and internationally.

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

Will you meet me face-to-face for the preliminary consultation? Yes. We highly promote for in person meetings. Most employment cases are complex. Our Dallas employment lawyers wish to fulfill 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 numerous law office, we do not utilize paralegals or non-lawyer personnel for initial assessments.

Do you charge an initial consultation charge? If not, why not? Yes, we charge a consultation charge. By charging a consult cost, we significantly reduce the number of initial assessments. This permits us to have a lawyer present at every preliminary assessment. It likewise ensures that the clients we see are severe about their case. We think that most trustworthy work lawyers charge for a preliminary consultation. In our viewpoint, work lawyers who do not charge for employment a preliminary speak with are normally not excellent.

The Law Office of Rob Wiley, P.C. represents workers in a variety of disagreements with their companies. 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 the majority 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, employment and other state and federal laws. In our experience, it is crucial to work with a lawyer before suing with any federal government firm such as the Equal Job Opportunity Commission (EEOC). We regularly represent employees before government firms and in court.

It is prohibited for a company to permit a hostile work environment under several state and federal laws. Generally, a hostile workplace happens when a staff member experiences serious or pervasive harassment. For instance, a manager who sexually bothers a subordinate can create an illegal hostile work environment. Similarly, usage of the “n-word,” taunting a handicapped worker, or demeaning a worker’s religions might create a hostile work environment.

It is unlawful for an employer to strike back versus a staff member for working out work environment rights. This can consist of retaliation for complaining about discrimination, harassment, workplace security, unsettled overtime, or union arranging. Retaliatory acts consist of termination, failure to promote, or pay cuts. Retaliation can also consist of harassment or bullying created to discourage other staff members from making complaints or acting against the company. Employees who are mindful of monetary or government scams may have special whistleblower defenses. Our law office represents whistleblowers in proceedings before the SEC, FINRA, and OSHA. We also 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 workers 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 earnings of one-and-one-half times their regular hourly rate. Sweating off the clock, including over lunch or after hours, is almost constantly prohibited. Only certain top-level supervisors, administrators, and specialists may be paid an income in lieu of overtime. The exceptions are scarce.

While lots of staff members are thought about tipped workers and are paid $2.13 per hour, overall settlement needs to be at least $7.25 per hour, including suggestions. Additionally, employment employers must pay tipped employees $5.12 instead of $2.13 or $3.20 when working overtime. It is unlawful for a dining establishment to require tipped staff members to pay breakage costs, walked tabs, or share suggestions with kitchen area staff, janitors, or management.

Employees who receive household and medical leave are entitled to up to twelve weeks of leave. Leave can be for the care of a spouse, moms and dad, or child. Employees can also take individual 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 employees who are looking for leave, have actually taken leave, or are returning from leave. After departing, a worker should be gone back to the same or an equivalent position.

Under the Americans with Disabilities Act (“ADA”) a company need to supply a disabled worker with sensible lodgings. if it would permit the employee to perform the essential functions of the task. Reasonable lodgings could include, modifying work schedules, employment short-term leave, working from home, or adjusting task duties.

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