Dallas Employment Lawyers

Rob Wiley, P.C. is a Dallas law company representing workers in claims against employers. Typical cases include work discrimination, retaliation, overdue or mispaid salaries, and failure to offer benefits like medical leave or job sensible lodging. We have been representing employees considering that 2000 and have helped countless Dallas workers.

Our office is staffed by 6 lawyers focused solely on employment law. We office out of a restored Victorian mansion initially integrated in 1910. We are situated in the State-Thomas area of Uptown Dallas.

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

Having practiced employment law for more than a years, Rob Wiley knows it can be tough to discover a qualified work legal representative in Texas. Most of our customers have never had to work with a legal representative before. We recommend you ask these ten concerns to find the finest employment attorney for you:

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

Do you generally represent workers or services? More than 99% of our customers are staff members. Our Dallas work attorneys strongly argue for implementing 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 job Employment Law by the Texas Board of Legal Specialization? Yes. The Texas Board of Legal Specialization has actually licensed Rob Wiley as a Professional in Labor and Employment Law.

Does your law practice have the essential resources to handle my case? Yes. With 7 devoted full-time attorneys in Dallas, we have the resources to deal with most cases.

Are you a solo professional or job does your firm worker numerous lawyers that can help with my case? We are a genuine law company that works together as a team.

What do other work attorneys consider you? Rob Wiley, Dallas work attorney, 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, called a Super Lawyers Rising Star from 2012-2013, and job has been invited to speak at various lawyer training conferences across the United States and globally.

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

Will you meet me face-to-face for the initial assessment? Yes. We highly advocate for in person conferences. Most work cases are intricate. Our Dallas work legal representatives wish to satisfy with you personally to have a significant conversation about your case.

Will I satisfy an actual attorney for my preliminary consultation? Yes. Unlike numerous law office, we do not use paralegals or non-lawyer staff for preliminary assessments.

Do you charge a preliminary assessment cost? If not, why not? Yes, we charge a consultation charge. By charging a consult fee, we considerably lower the variety of preliminary assessments. This permits us to have an attorney present at every initial assessment. It also guarantees that the customers we see are serious about their case. Our company believe that a lot of trustworthy employment lawyers charge for an initial consultation. In our viewpoint, work lawyers who do not charge for an initial consult are generally not excellent.

The Law Office of Rob Wiley, P.C. represents employees in a variety of disagreements with their companies. 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 the majority of our cases are specific cases, we also represent employees in class or collective actions and complex litigation.

Discrimination is forbidden 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 important to hire an attorney before filing a claim with any federal government agency such as the Equal Job Opportunity Commission (EEOC). We routinely represent staff members before federal government firms and in court.

It is illegal for a company to permit a hostile workplace under numerous state and federal laws. Generally, a hostile workplace takes place when a staff member experiences serious or prevalent harassment. For example, a supervisor who sexually bugs a subordinate can create an illegal hostile work environment. Similarly, usage of the “n-word,” taunting a handicapped worker, or demeaning a worker’s faiths might develop a hostile workplace.

It is prohibited for a company to strike back against a worker for working out work environment rights. This can consist of retaliation for grumbling about discrimination, harassment, office safety, overdue overtime, or union organizing. Retaliatory acts consist of termination, failure to promote, or pay cuts. Retaliation can also include harassment or bullying developed to discourage other workers from making grievances or acting against the company. Employees who know financial or government fraud might have special whistleblower protections. Our law workplace represents whistleblowers in proceedings before the SEC, FINRA, and OSHA. We also represent whistleblowers in federal court actions worrying grant fraud, Medicare/Medicaid scams, and defense contracting scams.

Every year employers in the United States underpay their workers by billions of dollars. Most American workers are qualified to be paid (1) minimum wage which is presently $7.25 per hour, and (2) overtimes salaries of one-and-one-half times their routine per hour rate. Working off the clock, of over lunch or after hours, job is almost always unlawful. Only particular high-level managers, administrators, and professionals might be paid a wage in lieu of overtime. The exceptions are scarce.

While numerous employees are thought about tipped employees and are paid $2.13 per hour, overall payment needs to be at least $7.25 per hour, consisting of suggestions. Additionally, employers should pay tipped workers $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 damage charges, walked tabs, or share tips with kitchen personnel, janitors, or management.

Employees who get approved for family and medical leave are entitled to as much as twelve weeks of leave. Leave can be for the care of a spouse, parent, or child. Employees can also take individual medical leave for their own major medical condition. Importantly, leave can be taken in blocks or on an intermittent, as needed basis. Employers can not retaliate against employees who are seeking leave, have departed, or are returning from leave. After departing, a staff member needs to be returned to the same or a comparable position.

Under the Americans with Disabilities Act (“ADA”) a company must provide a handicapped employee with affordable lodgings. if it would enable the employee to perform the essential functions of the task. Reasonable accommodations might include, modifying work schedules, short-term leave, job working from home, or changing job responsibilities.

The due date to submit a work claim can be exceptionally brief. If you are experiencing issues in your work environment or have been fired, contact our workplace right away.