Dallas Employment Lawyers

Rob Wiley, P.C. is a Dallas law practice representing employees in suits against employers. Typical cases include work discrimination, retaliation, unsettled or mispaid incomes, and failure to supply benefits like medical leave or affordable lodging. We have actually been representing workers because 2000 and have assisted thousands of Dallas workers.

Our office is staffed by six lawyers focused solely on employment law. We workplace out of a restored Victorian estate initially built in 1910. We are situated in the State-Thomas location of Uptown Dallas.

If you are searching for a work attorney to represent you in a legal disagreement, please contact us.

Having practiced employment law for more than a years, Rob Wiley knows it can be tough to discover a qualified employment lawyer in Texas. Most of our customers have actually never had to employ an attorney before. We suggest you ask these ten questions to discover the best employment attorney for you:

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

Do you normally represent workers or organizations? More than 99% of our are staff members. Our Dallas employment attorneys aggressively argue for imposing and expanding employee rights. Because we do not represent employers, we are not worried about losing business clients by passionately combating for employees.

Are you a Texas attorney 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 practice have the necessary resources to handle my case? Yes. With 7 devoted full-time lawyers in Dallas, we have the resources to handle most cases.

Are you a solo practitioner or does your firm employee a number of lawyers that can assist with my case? We are a real law office that works together as a team.

What do other work attorneys think of you? Rob Wiley, Dallas employment attorney, employment has an outstanding 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 actually been named a Texas Super Lawyer by Thompson Reuters every year since 2014, named a Super Lawyers Rising Star from 2012-2013, and has been welcomed to speak at different attorney training conferences across the United States and internationally.

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 in person for the preliminary consultation? Yes. We strongly advocate for face-to-face conferences. Most employment cases are complicated. Our Dallas work legal representatives wish to satisfy with you in individual to have a meaningful conversation about your case.

Will I meet an actual attorney for my initial assessment? Yes. Unlike lots of law office, we do not use paralegals or non-lawyer staff for preliminary consultations.

Do you charge a preliminary assessment charge? If not, why not? Yes, we charge a consultation cost. By charging a speak with fee, we significantly reduce the variety of initial consultations. This permits us to have an attorney present at every preliminary assessment. It likewise guarantees that the clients we see are major about their case. We think that the majority of credible employment lawyers charge for an initial consultation. In our viewpoint, work legal representatives who do not charge for an initial speak with are typically not excellent.

The Law Office of Rob Wiley, P.C. represents employees in a variety of disputes with their employers. Many 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 specific cases, we also represent workers in class or cumulative actions and complicated lawsuits.

Discrimination is restricted 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 employment federal laws. In our experience, it is necessary to employ an attorney before suing with any federal government agency such as the Equal Employment Opportunity Commission (EEOC). We frequently represent employees before government agencies and in court.

It is illegal for an employer to allow a hostile workplace under numerous state and federal laws. Generally, a hostile work environment occurs when an employee experiences extreme or pervasive harassment. For example, employment a supervisor who sexually pesters a subordinate can develop an illegal hostile workplace. Similarly, use of the “n-word,” ridiculing a handicapped worker, or demeaning a staff member’s spiritual beliefs might produce a hostile workplace.

It is illegal for an employer to strike back versus a staff member for exercising workplace rights. This can consist of retaliation for complaining about discrimination, harassment, office safety, unsettled overtime, or union arranging. Retaliatory acts include termination, employment failure to promote, employment or pay cuts. Retaliation can likewise consist of harassment or bullying created to discourage other staff members from making problems or acting against the company. Employees who understand monetary or federal government fraud may have unique whistleblower protections. 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 scams.

Every year companies in the United States underpay their staff members by billions of dollars. Most American employees are qualified to be paid (1) minimum wage which is presently $7.25 per hour, and (2) overtimes wages of one-and-one-half times their regular hourly rate. Working off the clock, consisting of over lunch or after hours, is often illegal. Only particular high-level supervisors, administrators, and experts may be paid an income in lieu of overtime. The exceptions are scarce.

While lots of workers are considered tipped staff members and are paid $2.13 per hour, total settlement should be at least $7.25 per hour, consisting of suggestions. Additionally, companies should pay tipped employees $5.12 rather of $2.13 or $3.20 when working overtime. It is prohibited for a dining establishment to require tipped employees to pay breakage costs, walked tabs, or share pointers with kitchen area personnel, janitors, 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 child. Employees can also take personal medical leave for their own severe medical condition. Importantly, leave can be taken in blocks or on an intermittent, as needed basis. Employers can not retaliate versus workers who are seeking leave, employment have departed, or are returning from leave. After taking leave, a worker should be returned to the same or a comparable position.

Under the Americans with Disabilities Act (“ADA”) a company need to supply a disabled employee with reasonable accommodations. if it would allow the worker to perform the vital functions of the job. Reasonable accommodations could include, customizing work schedules, short term leave, working from home, or adjusting task duties.

The due date to file a work claim can be exceptionally short. If you are experiencing problems in your work environment or have actually been fired, call our workplace instantly.