Dallas Employment Lawyers

Rob Wiley, P.C. is a Dallas law office representing employees in lawsuits versus employers. Typical cases consist of work discrimination, retaliation, unsettled or mispaid salaries, and failure to supply advantages like medical leave or affordable accommodation. We have actually been representing employees because 2000 and have actually assisted thousands of Dallas employees.

Our office is staffed by six attorneys focused exclusively on work law. We office out of a brought back Victorian estate initially integrated in 1910. We are situated in the State-Thomas location of Uptown Dallas.

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

Having practiced work law for more than a decade, Rob Wiley understands it can be challenging to find a qualified employment attorney in Texas. Most of our customers have actually never needed to employ a lawyer before. We suggest you ask these ten questions to find the very best employment legal representative 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 workers or businesses? More than 99% of our clients are staff members. Our Dallas work attorneys strongly argue for implementing and expanding worker rights. Because we do not represent employers, we are not interested in losing organization customers 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 licensed Rob Wiley as a Specialist in Labor and Employment Law.

Does your law firm have the essential resources to manage my case? Yes. With 7 dedicated full-time lawyers in Dallas, we have the resources to handle most cases.

Are you a solo specialist or does your firm employee a number of attorneys that can help with my case? We are a genuine law office that interacts as a group.

What do other employment legal representatives consider you? Rob Wiley, Dallas employment legal representative, has an excellent track record. 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 Association, has actually been named 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 various attorney training conferences throughout the United States and globally.

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

Will you meet me face-to-face for the initial assessment? Yes. We strongly promote for in person meetings. Most work cases are intricate. Our Dallas work lawyers wish to consult with you in individual to have a significant conversation about your case.

Will I satisfy an actual lawyer for my preliminary assessment? Yes. Unlike numerous law practice, we do not use paralegals or non-lawyer staff for preliminary consultations.

Do you charge a preliminary consultation fee? If not, why not? Yes, we charge a consultation fee. By charging a speak with cost, we dramatically lower the variety of initial assessments. This allows us to have a lawyer present at every initial assessment. It likewise makes sure that the customers we see are serious about their case. Our company believe that most credible work lawyers charge for a preliminary assessment. In our viewpoint, work attorneys who do not charge for an initial speak with are normally not really excellent.

The Law Office of Rob Wiley, P.C. represents employees in a variety of disagreements with their companies. Many of our cases are before state and federal agencies 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 workers in class or collective actions and complex litigation.

Discrimination is restricted 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 essential to work with a lawyer before submitting a claim with any government firm such as the Equal Employment Opportunity Commission (EEOC). We routinely represent staff members before government agencies and in court.

It is prohibited for a company to permit a hostile workplace under several state and federal laws. Generally, a hostile workplace takes place when an employee experiences extreme or pervasive harassment. For instance, job a supervisor who sexually harasses a subordinate can create an unlawful hostile work environment. Similarly, usage of the “n-word,” ridiculing a disabled staff member, or job demeaning an employee’s religious beliefs might create a hostile workplace.

It is unlawful for an employer to strike back versus a worker for working out work environment rights. This can consist of retaliation for complaining about discrimination, harassment, workplace security, unpaid overtime, or union arranging. Retaliatory acts consist of termination, failure to promote, or pay cuts. Retaliation can also consist of harassment or bullying created to dissuade other workers from making problems or acting against the company. Employees who are aware of financial or federal government fraud might have special whistleblower protections. Our law workplace represents whistleblowers in proceedings before the SEC, FINRA, job and OSHA. We also represent whistleblowers in federal court actions concerning grant fraud, Medicare/Medicaid fraud, and defense contracting fraud.

Every year companies in the United States underpay their employees by billions of dollars. Most American employees are eligible to be paid (1) base pay which is currently $7.25 per hour, and (2) overtimes salaries of one-and-one-half times their routine hourly rate. Sweating off the clock, consisting of over lunch or after hours, is generally unlawful. Only certain top-level managers, administrators, and experts may be paid a wage in lieu of overtime. The exceptions are few and far in between.

While lots of employees are thought about tipped workers and are paid $2.13 per hour, total payment must be at least $7.25 per hour, including ideas. Additionally, companies should pay tipped employees $5.12 rather of $2.13 or $3.20 when working overtime. It is illegal for a restaurant to need tipped employees to pay damage costs, strolled tabs, or share ideas with kitchen personnel, job janitors, job or management.

Employees who receive 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 kid. Employees can also take personal 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 retaliate against employees who are seeking leave, have departed, or are returning from leave. After departing, an employee should be gone back to the exact same or a comparable position.

Under the Americans with Disabilities Act (“ADA”) a company need to offer a disabled worker with sensible accommodations. if it would allow the staff member to carry out the necessary functions of the job. Reasonable lodgings could include, job customizing work schedules, short-term leave, working from home, or adjusting job tasks.

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