Dallas Employment Lawyers

Rob Wiley, P.C. is a Dallas law firm representing workers in suits versus companies. Typical cases consist of work discrimination, retaliation, overdue or mispaid salaries, and failure to supply benefits like medical leave or reasonable lodging. We have been representing employees given that 2000 and have actually helped thousands of Dallas workers.

Our workplace is staffed by six attorneys focused exclusively 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 a work lawyer to represent you in a legal conflict, please call us.

Having practiced work law for more than a decade, Rob Wiley knows it can be tough to find a qualified employment lawyer in Texas. The majority of our customers have never ever had to work with an attorney before. We suggest you ask these ten concerns to discover the best employment attorney for you:

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

Do you usually represent employees or services? More than 99% of our clients are workers. Our Dallas work attorneys aggressively argue for enforcing and broadening employee rights. Because we do not represent employers, we are not interested in losing organization clients by passionately defending employees.

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 Employment Law.

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

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

What do other work attorneys believe about you? Rob Wiley, Dallas employment lawyer, has an exceptional credibility. 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 since 2014, called a Super Lawyers Rising Star from 2012-2013, and has actually been welcomed to speak at various legal representative 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 meet me face-to-face for the initial consultation? Yes. We highly promote for in person conferences. Most work cases are . Our Dallas work legal representatives wish to consult with you personally to have a significant conversation about your case.

Will I satisfy an actual attorney for employment my initial assessment? Yes. Unlike many law practice, we do not use paralegals or non-lawyer personnel for initial assessments.

Do you charge a preliminary consultation cost? If not, why not? Yes, we charge a consultation cost. By charging a consult charge, we drastically lower the variety of preliminary consultations. This allows us to have an attorney present at every preliminary consultation. It likewise guarantees that the clients we see are major about their case. Our company believe that most respectable employment lawyers charge for an initial assessment. In our viewpoint, work attorneys who do not charge for a preliminary consult are normally not excellent.

The Law Office of Rob Wiley, P.C. represents staff members in a variety of disagreements with their employers. 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 filed in state or federal court. Although many of our cases are private cases, we likewise represent employees in class or cumulative actions and intricate 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 important to work with a lawyer before suing with any government agency such as the Equal Job Opportunity Commission (EEOC). We routinely represent workers before government agencies and in court.

It is prohibited for an employer to allow a hostile work environment under numerous state and federal laws. Generally, a hostile work environment takes place when a staff member experiences extreme or pervasive harassment. For instance, a supervisor who sexually pesters a subordinate can develop an unlawful hostile workplace. Similarly, use of the “n-word,” teasing a handicapped worker, or demeaning a staff member’s faiths might create a hostile work environment.

It is illegal for an employer to strike back versus a staff member for exercising office rights. This can include retaliation for grumbling about discrimination, harassment, office security, overdue overtime, or union arranging. Retaliatory acts include termination, failure to promote, or pay cuts. Retaliation can likewise consist of harassment or bullying developed to discourage other workers from making grievances or employment acting versus the company. Employees who are aware of financial or federal government fraud may have unique whistleblower securities. Our law workplace represents whistleblowers in procedures before the SEC, FINRA, and OSHA. We likewise represent whistleblowers in federal court actions worrying grant fraud, Medicare/Medicaid scams, and defense contracting scams.

Every year employers in the United States underpay their workers by billions of dollars. Most American workers are qualified to be paid (1) base pay which is presently $7.25 per hour, employment and (2) overtimes salaries of one-and-one-half times their routine per hour rate. Working off the clock, consisting of over lunch or after hours, is nearly always illegal. Only specific high-level managers, administrators, and professionals might be paid a wage in lieu of overtime. The exceptions are rare.

While numerous workers are considered tipped employees and are paid $2.13 per hour, total compensation should be at least $7.25 per hour, including ideas. Additionally, companies need to pay tipped employees $5.12 rather of $2.13 or $3.20 when working overtime. It is prohibited for a restaurant to need tipped employees to pay damage fees, walked tabs, or share suggestions with kitchen staff, employment janitors, or management.

Employees who receive family and medical leave are entitled to as much as twelve weeks of leave. Leave can be for the care of a partner, parent, or child. Employees can likewise take personal medical leave for their own major 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 seeking leave, have actually departed, or are returning from leave. After departing, a worker must be gone back to the same or an equivalent position.

Under the Americans with Disabilities Act (“ADA”) a company must provide a handicapped employee with reasonable lodgings. if it would permit the employee to perform the vital functions of the task. Reasonable accommodations might include, customizing work schedules, short term leave, working from home, or changing job tasks.

The deadline to file a work claim can be incredibly short. If you are experiencing problems in your office or have been fired, employment call our office immediately.