Dallas Employment Lawyers

Rob Wiley, P.C. is a Dallas law firm representing employees in claims against companies. Typical cases consist of employment discrimination, retaliation, overdue or mispaid incomes, and failure to supply advantages like medical leave or sensible lodging. We have been representing staff members considering that 2000 and have actually helped countless Dallas workers.

Our workplace is staffed by 6 lawyers focused solely on work law. We office out of a brought back Victorian estate initially integrated in 1910. We lie in the State-Thomas area of Uptown Dallas.

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

Having practiced work law for more than a decade, Rob Wiley knows it can be tough to find a certified employment attorney in Texas. The majority of our clients have actually never had to employ a lawyer before. We advise you ask these 10 concerns to find the very best work lawyer for you:

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

Do you typically represent workers or organizations? More than 99% of our customers are staff members. Our Dallas employment lawyers aggressively argue for imposing and broadening employee rights. Because we do not represent employers, we are not worried about losing company customers by passionately battling for 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 Professional in Labor and Employment Law.

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

Are you a solo practitioner or does your company staff member a number of attorneys that can help with my case? We are a genuine law practice that collaborates as a team.

What do other employment lawyers consider you? Rob Wiley, Dallas employment lawyer, has an outstanding reputation. 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 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 welcomed to speak at numerous lawyer training conferences across the United States and globally.

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

Will you meet me face-to-face for the preliminary consultation? Yes. We highly advocate for face-to-face meetings. Most work cases are complicated. Our Dallas employment lawyers wish to consult with you face to face to have a meaningful conversation about your case.

Will I a real attorney for employment my preliminary consultation? Yes. Unlike lots of law practice, we do not use paralegals or non-lawyer personnel for initial consultations.

Do you charge a preliminary assessment charge? If not, why not? Yes, we charge an assessment cost. By charging a consult charge, we considerably lower the variety of preliminary assessments. This allows us to have an attorney present at every preliminary assessment. It also makes sure that the clients we see are serious about their case. Our company believe that many trustworthy work lawyers charge for a preliminary assessment. In our viewpoint, employment lawyers who do not charge for an initial seek advice from are normally not excellent.

The Law Office of Rob Wiley, P.C. represents employees in a variety of disagreements with their employers. A number of our cases are before state and federal firms like the EEOC, the Department of Labor, or the Texas Workforce Commission. Other cases are filed in state or federal court. Although many of our cases are private cases, employment we likewise represent employees 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 essential to employ an attorney before suing with any federal government firm such as the Equal Employment Opportunity Commission (EEOC). We regularly represent employees before government agencies and in court.

It is unlawful for an employer to allow a hostile work environment under several state and federal laws. Generally, a hostile workplace happens when a staff member experiences serious or pervasive harassment. For example, a supervisor who sexually harasses a subordinate can produce an unlawful hostile work environment. Similarly, use of the “n-word,” ridiculing a handicapped staff member, or demeaning an employee’s religions could produce a hostile workplace.

It is prohibited for a company to retaliate versus a staff member for exercising workplace rights. This can include retaliation for complaining about discrimination, harassment, work environment safety, unsettled overtime, or union arranging. Retaliatory acts consist of termination, failure to promote, or pay cuts. Retaliation can also consist of harassment or bullying developed to dissuade other employees from making complaints or doing something about it versus the employer. Employees who understand monetary or government scams might have unique whistleblower protections. Our law office represents whistleblowers in procedures before the SEC, FINRA, and OSHA. We likewise represent whistleblowers in federal court actions worrying 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 qualified to be paid (1) base pay which is presently $7.25 per hour, and employment (2) overtimes earnings of one-and-one-half times their routine per hour rate. Working off the clock, consisting of over lunch or after hours, employment is often prohibited. Only certain high-level supervisors, administrators, and specialists may be paid a salary in lieu of overtime. The exceptions are couple of and far in between.

While lots of workers are considered tipped workers and are paid $2.13 per hour, total payment should be at least $7.25 per hour, consisting of pointers. Additionally, employers must pay tipped staff members $5.12 rather of $2.13 or $3.20 when working overtime. It is prohibited for a dining establishment to need tipped workers to pay breakage costs, walked tabs, or share pointers with cooking area personnel, 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 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 retaliate against staff members who are seeking leave, have actually departed, or are returning from leave. After taking leave, an employee needs to be returned to the same or an equivalent position.

Under the Americans with Disabilities Act (“ADA”) an employer need to provide a disabled employee with affordable accommodations. if it would permit the employee to carry out the vital functions of the task. Reasonable lodgings could consist of, modifying work schedules, short term leave, working from home, or adjusting task responsibilities.

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