Dallas Employment Lawyers

Rob Wiley, P.C. is a Dallas law practice representing workers in claims versus companies. Typical cases include work discrimination, retaliation, unsettled or mispaid incomes, and failure to provide benefits like medical leave or affordable accommodation. We have been representing workers considering that 2000 and have Dallas employees.

Our office is staffed by 6 lawyers focused exclusively on work law. We workplace out of a restored Victorian mansion initially built in 1910. We are situated in the State-Thomas location of Uptown Dallas.

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

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

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

Do you normally represent employees or services? More than 99% of our clients are workers. Our Dallas employment attorneys strongly argue for implementing and broadening worker rights. Because we do not represent employers, we are not interested in losing service clients by passionately defending employees.

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 an Expert in Labor and Employment Law.

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

Are you a solo specialist or employment does your company staff member several attorneys that can assist with my case? We are a real law firm that works together as a team.

What do other employment attorneys consider you? Rob Wiley, Dallas employment legal representative, has an outstanding credibility. 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 actually been named a Texas Super Lawyer by Thompson Reuters every year considering that 2014, called a Super Lawyers Rising Star from 2012-2013, and has actually been invited to speak at different legal representative training conferences across the United States and globally.

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

Will you consult with me face-to-face for the initial assessment? Yes. We highly promote for face-to-face meetings. Most employment cases are intricate. Our Dallas employment lawyers want to consult with you face to face to have a significant discussion about your case.

Will I fulfill a real attorney for my preliminary consultation? Yes. Unlike lots of law office, we do not utilize paralegals or non-lawyer staff for preliminary assessments.

Do you charge a preliminary consultation fee? If not, why not? Yes, we charge an assessment fee. By charging a consult cost, we drastically reduce the number of initial assessments. This enables us to have a lawyer present at every preliminary consultation. It also ensures that the clients we see are major about their case. We think that the majority of trusted employment attorneys charge for an initial assessment. In our opinion, work lawyers who do not charge for a preliminary speak with are normally not great.

The Law Office of Rob Wiley, P.C. represents staff members in a range of conflicts with their companies. 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 filed in state or federal court. Although the majority of our cases are specific cases, we likewise represent workers in class or cumulative actions and intricate lawsuits.

Discrimination is restricted under Title VII of the Civil Rights Act of 1964, the Americans with Disabilities Act, the Age Discrimination in Employment Act, employment the Pregnancy Discrimination Act, and other state and federal laws. In our experience, it is very important to employ an attorney before suing with any federal government company such as the Equal Job Opportunity Commission (EEOC). We frequently represent workers before government firms and in court.

It is prohibited for a company to allow a hostile work environment under numerous state and federal laws. Generally, a hostile work environment happens when an employee experiences severe or prevalent harassment. For instance, a manager who sexually bugs a subordinate can create an illegal hostile workplace. Similarly, use of the “n-word,” taunting a handicapped employee, or demeaning a staff member’s religious beliefs could develop a hostile workplace.

It is illegal for a company to retaliate versus a worker for exercising workplace rights. This can include retaliation for complaining about discrimination, harassment, work environment security, overdue overtime, or union arranging. Retaliatory acts consist of termination, failure to promote, or pay cuts. Retaliation can likewise consist of harassment or bullying developed to dissuade other staff members from making problems or acting versus the employer. Employees who are aware of financial or government scams might have unique whistleblower securities. Our law office represents whistleblowers in proceedings before the SEC, FINRA, employment and OSHA. We also represent whistleblowers in federal court actions worrying grant scams, Medicare/Medicaid scams, and defense contracting scams.

Every year companies in the United States underpay their employees by billions of dollars. Most American employees are eligible to be paid (1) minimum wage which is currently $7.25 per hour, and employment (2) overtimes earnings of one-and-one-half times their routine hourly rate. Sweating off the clock, consisting of over lunch or after hours, is usually illegal. Only particular high-level supervisors, administrators, and professionals may be paid a wage in lieu of overtime. The exceptions are couple of and far in between.

While numerous employees are considered tipped employees and are paid $2.13 per hour, total settlement must be at least $7.25 per hour, including ideas. Additionally, employers need to pay tipped workers $5.12 instead of $2.13 or $3.20 when working overtime. It is illegal for a restaurant to require tipped staff members to pay breakage fees, walked tabs, or share tips with kitchen area personnel, janitors, or management.

Employees who receive family and medical leave are entitled to approximately twelve weeks of leave. Leave can be for the care of a spouse, moms and dad, or kid. Employees can likewise take individual medical leave for their own serious medical condition. Importantly, leave can be taken in blocks or on a periodic, as required basis. Employers can not strike back versus employees who are looking for leave, have actually taken leave, or are returning from leave. After departing, a worker needs to be returned to the very same or an equivalent position.

Under the Americans with Disabilities Act (“ADA”) an employer need to provide a handicapped staff member with affordable accommodations. if it would allow the worker to perform the essential functions of the task. Reasonable lodgings might include, modifying work schedules, short-term leave, working from home, or changing job duties.

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