Dallas Employment Lawyers

Rob Wiley, P.C. is a Dallas law office representing workers in lawsuits versus employers. Typical cases of work discrimination, retaliation, overdue or mispaid salaries, and failure to supply benefits like medical leave or affordable accommodation. We have actually been representing workers since 2000 and have actually helped thousands of Dallas workers.

Our office is staffed by 6 attorneys focused entirely on employment law. We office out of a brought back Victorian mansion initially integrated in 1910. We lie in the State-Thomas area of Uptown Dallas.

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

Having practiced employment law for more than a decade, Rob Wiley knows it can be hard to find a certified work attorney in Texas. Most of our clients have never ever needed to hire an attorney before. We recommend you ask these ten questions to find the finest work legal representative for you:

What portion of your practice is dedicated to work law?The Law Office of Rob Wiley, P.C. commits almost all of our practice to employment law.

Do you generally represent employees or businesses? More than 99% of our customers are workers. Our Dallas work lawyers strongly argue for implementing and broadening employee rights. Because we do not represent companies, we are not concerned with losing company 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 actually licensed Rob Wiley as a Professional in Labor and Employment Law.

Does your law company have the essential resources to manage my case? Yes. With seven dedicated full-time attorneys in Dallas, we have the resources to deal with 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 practice that collaborates as a team.

What do other work attorneys consider you? Rob Wiley, Dallas work attorney, has an exceptional credibility. Mr. Wiley is a chosen 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 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 numerous lawyer 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 satisfy with me in person for the initial assessment? Yes. We highly promote for in person conferences. Most employment cases are complex. Our Dallas work attorneys desire to consult with you in individual to have a meaningful discussion about your case.

Will I fulfill an actual attorney for referall.us my initial assessment? Yes. Unlike many law companies, we do not use paralegals or non-lawyer personnel for preliminary consultations.

Do you charge an initial assessment cost? If not, why not? Yes, we charge an assessment charge. By charging a seek advice from cost, we considerably minimize the number of preliminary assessments. This permits us to have an attorney present at every initial consultation. It likewise guarantees that the customers we see are severe about their case. Our company believe that a lot of trustworthy work lawyers charge for a preliminary consultation. In our opinion, employment attorneys who do not charge for a preliminary seek advice from are normally not really great.

The Law Office of Rob Wiley, P.C. represents staff members in a range of disagreements with their employers. A number of our cases are before state and federal companies like the EEOC, the Department of Labor, or the Texas Workforce Commission. Other cases are submitted in state or federal court. Although most of our cases are individual cases, we also represent employees in class or cumulative actions and complicated lawsuits.

Discrimination is prohibited 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 necessary to work with an attorney before suing with any federal government company such as the Equal Job Opportunity Commission (EEOC). We frequently represent workers before government companies and in court.

It is prohibited for an employer to permit a hostile workplace under a number of state and federal laws. Generally, a hostile work environment happens when a worker experiences serious or prevalent harassment. For example, a manager who sexually harasses a subordinate can create an illegal hostile workplace. Similarly, use of the “n-word,” teasing a handicapped worker, or demeaning a staff member’s religions might produce a hostile work environment.

It is prohibited for an employer to retaliate versus a worker for working out workplace rights. This can include retaliation for complaining about discrimination, harassment, office safety, unsettled overtime, or union arranging. Retaliatory acts consist of termination, failure to promote, or pay cuts. Retaliation can likewise consist of harassment or bullying created to discourage other employees from making complaints or doing something about it against the company. Employees who understand monetary or federal government fraud might have special whistleblower protections. Our law office represents whistleblowers in proceedings before the SEC, FINRA, and OSHA. We also represent whistleblowers in federal court actions concerning grant fraud, Medicare/Medicaid scams, and defense contracting fraud.

Every year companies in the United States underpay their workers by billions of dollars. Most American employees are eligible to be paid (1) base pay which is presently $7.25 per hour, and (2) overtimes earnings of one-and-one-half times their routine per hour rate. Sweating off the clock, including over lunch or after hours, is generally prohibited. Only particular high-level supervisors, administrators, and experts may be paid an income in lieu of overtime. The exceptions are scarce.

While many workers are considered tipped workers and are paid $2.13 per hour, overall settlement must be at least $7.25 per hour, consisting of pointers. Additionally, employers need to pay tipped employees $5.12 rather of $2.13 or $3.20 when working overtime. It is illegal for a restaurant to require tipped staff members to pay damage charges, walked tabs, or share ideas with kitchen personnel, janitors, or management.

Employees who qualify for household and medical leave are entitled to up to twelve weeks of leave. Leave can be for the care of a partner, 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 required basis. Employers can not strike back against staff members who are seeking leave, have actually departed, or are returning from leave. After taking leave, an employee needs to be gone back to the same or an equivalent position.

Under the Americans with Disabilities Act (“ADA”) an employer should provide a disabled employee with sensible lodgings. if it would permit the worker to perform the vital functions of the task. Reasonable lodgings could consist of, modifying work schedules, short-term leave, working from home, or changing job tasks.

The due date to submit an employment claim can be extremely short. If you are experiencing problems in your work environment or have actually been fired, call our office instantly.