Dallas Employment Lawyers

Rob Wiley, P.C. is a Dallas law practice representing employees in lawsuits versus companies. Typical cases consist of work discrimination, retaliation, employment overdue or mispaid salaries, and failure to supply benefits like medical leave or reasonable accommodation. We have actually been representing workers considering that 2000 and have actually helped thousands of Dallas workers.

Our workplace is staffed by six attorneys focused exclusively on employment law. We workplace out of a brought back Victorian mansion initially constructed in 1910. We are located in the State-Thomas location of Uptown Dallas.

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

Having practiced work law for more than a decade, Rob Wiley knows it can be challenging to discover a certified employment attorney in Texas. Most of our clients have actually never ever needed to hire an attorney before. We recommend you ask these 10 concerns to find the finest work lawyer for you:

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

Do you typically represent employees or services? More than 99% of our customers are workers. Our Dallas work lawyers strongly argue for enforcing and expanding worker rights. Because we do not represent companies, we are not worried about losing service clients by passionately combating for employees.

Are you a Texas lawyer who is Board Certified in Labor employment and Employment Law by the Texas Board of Legal Specialization? Yes. The Texas Board of Legal Specialization has certified Rob Wiley as an Expert in Labor and Employment Law.

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

Are you a solo specialist or employment does your company worker numerous attorneys that can assist with my case? We are a genuine law office that collaborates as a group.

What do other employment legal representatives think of you? Rob Wiley, Dallas work lawyer, has an exceptional credibility. Mr. Wiley is an elected member of the Dallas Bar Association’s Employment Law Council, is the past president of the Dallas-Fort Worth Employment Lawyers Association, has actually been called a Texas Super Lawyer by Thompson Reuters every year since 2014, called a Super Lawyers Rising Star from 2012-2013, and has been welcomed to speak at numerous lawyer training conferences throughout the United States and internationally.

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

Will you meet me in person for the preliminary consultation? Yes. We highly advocate for in person conferences. Most work cases are complicated. Our Dallas work lawyers want to meet you personally to have a about your case.

Will I satisfy an actual lawyer for my initial assessment? Yes. Unlike numerous law firms, we do not use paralegals or non-lawyer staff for employment initial assessments.

Do you charge a preliminary consultation fee? If not, why not? Yes, we charge an assessment cost. By charging a consult fee, we drastically lower the variety of preliminary assessments. This permits us to have an attorney present at every preliminary assessment. It also makes sure that the customers we see are major about their case. We think that most reliable work lawyers charge for an initial consultation. In our viewpoint, work legal representatives who do not charge for an initial speak with are generally not very great.

The Law Office of Rob Wiley, P.C. represents staff members in a variety of disputes with their employers. Many of our cases are before state and federal agencies like the EEOC, the Department of Labor, or employment the Texas Workforce Commission. Other cases are filed in state or federal court. Although the majority of our cases are individual cases, we also represent workers in class or collective actions and complicated 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 necessary to employ a lawyer before submitting a claim with any federal government company such as the Equal Job Opportunity Commission (EEOC). We regularly represent employees before federal government agencies and in court.

It is illegal for an employer to permit a hostile work environment under a number of state and federal laws. Generally, a hostile workplace occurs when an employee experiences extreme or prevalent harassment. For example, a supervisor who sexually harasses a subordinate can create an illegal hostile work environment. Similarly, usage of the “n-word,” teasing a handicapped staff member, or demeaning a staff member’s faiths might develop a hostile work environment.

It is prohibited for a company to strike back against a worker for exercising workplace rights. This can consist of retaliation for complaining about discrimination, harassment, employment workplace security, unsettled overtime, or union organizing. Retaliatory acts consist of termination, failure to promote, or employment pay cuts. Retaliation can likewise include harassment or bullying developed to deter other staff members from making complaints or acting versus the employer. Employees who know monetary or federal government scams might have special whistleblower securities. Our law office represents whistleblowers in proceedings before the SEC, FINRA, and OSHA. We likewise represent whistleblowers in federal court actions concerning 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) minimum wage which is currently $7.25 per hour, and (2) overtimes wages of one-and-one-half times their routine hourly rate. Working off the clock, including over lunch or after hours, is generally illegal. Only specific high-level supervisors, administrators, and experts might be paid an income in lieu of overtime. The exceptions are rare.

While many staff members are thought about tipped employees and are paid $2.13 per hour, overall payment should be at least $7.25 per hour, including tips. Additionally, employers should pay tipped workers $5.12 instead of $2.13 or $3.20 when working overtime. It is illegal for a dining establishment to require tipped staff members to pay damage charges, strolled tabs, or share tips with kitchen area staff, janitors, or management.

Employees who get approved for household 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 personal medical leave for their own severe medical condition. Importantly, leave can be taken in blocks or on a periodic, as required basis. Employers can not strike back against employees who are seeking leave, have actually taken leave, or are returning from leave. After departing, a worker needs to be gone back to the same or a comparable position.

Under the Americans with Disabilities Act (“ADA”) a company must provide a handicapped worker with reasonable accommodations. if it would permit the employee to carry out the necessary functions of the job. Reasonable lodgings could consist of, modifying work schedules, short term leave, working from home, or adjusting job duties.

The due date to file a work claim can be incredibly short. If you are experiencing issues in your workplace or have actually been fired, contact our workplace right away.