Dallas Employment Lawyers

Rob Wiley, P.C. is a Dallas law practice representing workers in claims versus companies. Typical cases consist of work discrimination, retaliation, overdue or mispaid wages, and failure to provide benefits like medical leave or sensible accommodation. We have actually been representing workers given that 2000 and have helped countless Dallas workers.

Our workplace is staffed by six attorneys focused entirely on work law. We workplace out of a brought back Victorian mansion originally integrated in 1910. We lie in the State-Thomas area of Uptown Dallas.

If you are searching for an employment legal representative to represent you in a legal disagreement, please contact us.

Having practiced employment law for more than a years, Rob Wiley understands it can be challenging to find a certified work attorney in Texas. Most of our clients have never ever had to hire a legal representative before. We recommend you ask these ten questions to find the finest employment lawyer for you:

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

Do you usually represent workers or employment services? More than 99% of our customers are staff members. Our Dallas work attorneys strongly argue for enforcing and broadening employee rights. Because we do not represent employers, we are not worried with losing service customers by passionately defending employees.

Are you a Texas attorney 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 a Professional in Labor and .

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

Are you a solo specialist or does your company staff member a number of attorneys that can assist with my case? We are a real law office that collaborates as a group.

What do other employment attorneys think about you? Rob Wiley, Dallas employment lawyer, has an excellent track record. 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 named a Texas Super Lawyer by Thompson Reuters every year considering that 2014, named a Super Lawyers Rising Star from 2012-2013, and has been welcomed to speak at various attorney 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 consult with me face-to-face for the initial assessment? Yes. We highly advocate for face-to-face conferences. Most work cases are complex. Our Dallas employment lawyers desire to meet you face to face to have a significant conversation about your case.

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

Do you charge a preliminary assessment fee? If not, why not? Yes, we charge an assessment charge. By charging a seek advice from charge, we significantly decrease the number of preliminary consultations. This allows us to have a lawyer present at every initial consultation. It also ensures that the clients we see are major about their case. We believe that most respectable work attorneys charge for a preliminary consultation. In our viewpoint, work legal representatives who do not charge for a preliminary consult are typically not excellent.

The Law Office of Rob Wiley, P.C. represents employees in a range of disagreements with their companies. A lot of our cases are before state and federal firms like the EEOC, the Department of Labor, or the Texas Workforce Commission. Other cases are submitted in state or federal court. Although many of our cases are specific cases, we likewise represent workers in class or collective actions and complicated lawsuits.

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, it is necessary to work with a lawyer before suing with any federal government agency such as the Equal Employment Opportunity Commission (EEOC). We regularly represent employees before federal government companies and in court.

It is prohibited for an employer to permit a hostile work environment under several state and federal laws. Generally, a hostile workplace happens when an employee experiences extreme or pervasive harassment. For example, a manager who sexually bugs a subordinate can create an unlawful hostile workplace. Similarly, usage of the “n-word,” ridiculing a disabled employee, or demeaning a staff member’s faiths might produce a hostile workplace.

It is unlawful for an employer to strike back against an employee for working out workplace rights. This can consist of retaliation for grumbling 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 designed to discourage other workers from making grievances or taking action versus the company. Employees who understand monetary or government fraud might have special whistleblower defenses. Our law workplace represents whistleblowers in proceedings before the SEC, FINRA, and OSHA. We likewise represent whistleblowers in federal court actions worrying grant fraud, Medicare/Medicaid fraud, and defense contracting fraud.

Every year companies in the United States underpay their staff members 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 earnings of one-and-one-half times their routine per hour rate. Working off the clock, including over lunch or after hours, is practically always prohibited. Only specific top-level supervisors, administrators, and professionals may be paid a wage in lieu of overtime. The exceptions are couple of and far in between.

While many employees are considered tipped workers and are paid $2.13 per hour, overall payment needs to be at least $7.25 per hour, including ideas. Additionally, employment 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 require tipped workers to pay damage charges, strolled tabs, or share suggestions with kitchen area personnel, janitors, or management.

Employees who receive 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 employment child. 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 retaliate versus workers who are seeking leave, have actually departed, or are returning from leave. After taking leave, a staff member needs to be returned to the very same or a comparable position.

Under the Americans with Disabilities Act (“ADA”) a company need to provide a disabled staff member with sensible lodgings. if it would enable the worker to perform the vital functions of the task. Reasonable accommodations might consist of, employment modifying work schedules, short term leave, working from home, or adjusting job tasks.

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