Dallas Employment Lawyers

Rob Wiley, P.C. is a Dallas law office representing employees in lawsuits versus employers. Typical cases include work discrimination, retaliation, unpaid or employment mispaid salaries, and failure to provide advantages like medical leave or sensible lodging. We have actually been representing employees considering that 2000 and have helped thousands of Dallas workers.

Our office is staffed by 6 lawyers focused solely on employment law. We workplace out of a brought back Victorian estate originally developed in 1910. We are situated in the State-Thomas area of Uptown Dallas.

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

Having practiced employment law for more than a decade, Rob Wiley understands it can be challenging to find a certified employment legal representative in Texas. The majority of our customers have never had to work with a lawyer before. We recommend you ask these ten questions to discover the very best work legal representative for you:

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

Do you usually represent employees or organizations? More than 99% of our clients are staff members. Our Dallas employment attorneys strongly argue for implementing and broadening employee rights. Because we do not represent companies, we are not worried about losing company customers by passionately defending workers.

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 accredited Rob Wiley as an Expert in Labor and Employment Law.

Does your law practice have the essential resources to handle 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 several lawyers that can help with my case? We are a genuine law practice that collaborates as a group.

What do other employment attorneys think of you? Rob Wiley, Dallas employment lawyer, has an exceptional reputation. Mr. Wiley is an elected member of the Dallas Bar Association’s Employment Law Council, is the previous president of the Dallas-Fort Worth Employment Lawyers Association, has 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 been invited to speak at different lawyer training conferences throughout the United States and internationally.

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

Will you consult with me in person for the preliminary assessment? Yes. We strongly advocate for in person conferences. Most work cases are complex. Our Dallas employment lawyers wish to meet you in individual to have a meaningful discussion about your case.

Will I fulfill an actual lawyer for my preliminary assessment? Yes. Unlike numerous law firms, we do not utilize paralegals or non-lawyer staff for initial consultations.

Do you charge an initial consultation cost? If not, why not? Yes, we charge a consultation fee. By charging a consult cost, we drastically lower the variety of initial assessments. This enables us to have an attorney present at every preliminary assessment. It likewise guarantees that the customers we see are severe about their case. Our company believe that most respectable employment attorneys charge for an initial consultation. In our opinion, employment legal representatives who do not charge for an initial seek advice from are generally not great.

The Law Office of Rob Wiley, P.C. represents employees in a range of conflicts with their companies. Much 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 the majority of our cases are private cases, we likewise represent employees in class or cumulative actions and complicated litigation.

Discrimination is prohibited 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, employment it is very important to work with a lawyer before suing with any federal government company such as the Equal Employment Opportunity Commission (EEOC). We regularly represent workers before government companies and in court.

It is unlawful for an employer to allow a hostile workplace under a number of state and federal laws. Generally, a hostile work environment occurs when a worker experiences extreme or prevalent harassment. For example, a supervisor who sexually harasses a subordinate can develop an unlawful hostile workplace. Similarly, use of the “n-word,” teasing a disabled staff member, or demeaning an employee’s religions could produce a hostile work environment.

It is unlawful for an employer to retaliate versus a worker for working out work environment rights. This can consist of retaliation for grumbling about discrimination, harassment, work safety, overdue overtime, or union organizing. Retaliatory acts include termination, failure to promote, or pay cuts. Retaliation can also include harassment or bullying developed to deter other workers from making problems or taking action versus the employer. Employees who understand financial or government scams 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 worrying grant fraud, 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 (2) overtimes salaries of one-and-one-half times their routine per hour rate. Sweating off the clock, including over lunch or after hours, is often prohibited. Only specific top-level supervisors, administrators, and experts might be paid a wage in lieu of overtime. The exceptions are few and far between.

While lots of employees are considered tipped staff members and are paid $2.13 per hour, total compensation needs to be at least $7.25 per hour, consisting of suggestions. Additionally, companies must pay tipped staff members $5.12 rather of $2.13 or $3.20 when working overtime. It is unlawful for a dining establishment to need tipped workers to pay breakage fees, strolled tabs, or share ideas with kitchen area personnel, janitors, or management.

Employees who get approved for family and medical leave are entitled to up to twelve weeks of leave. Leave can be for the care of a spouse, employment parent, or kid. Employees can likewise take personal medical leave for their own serious medical condition. Importantly, leave can be taken in blocks or on an intermittent, as required basis. Employers can not strike back against employees who are looking for leave, have departed, or are returning from leave. After departing, a worker should be returned to the same or an equivalent position.

Under the Americans with Disabilities Act (“ADA”) a company should supply a disabled employee with affordable accommodations. if it would allow the staff member to perform the vital functions of the job. Reasonable accommodations might include, customizing work schedules, short-term leave, working from home, or adjusting job duties.

The deadline to file an employment claim can be incredibly brief. If you are experiencing problems in your office or have been fired, employment call our office instantly.