Dallas Employment Lawyers

Rob Wiley, P.C. is a Dallas law practice representing workers in lawsuits against companies. Typical cases include work discrimination, retaliation, unsettled or mispaid wages, and failure to offer benefits like medical leave or sensible lodging. We have actually been representing employees given that 2000 and have helped thousands of Dallas workers.

Our workplace is staffed by six lawyers focused entirely on work law. We workplace out of a restored Victorian estate originally integrated in 1910. We are located in the State-Thomas area of Uptown Dallas.

If you are trying to find a work lawyer to represent you in a legal dispute, please call us.

Having practiced employment law for more than a decade, Rob Wiley knows it can be hard to discover a qualified work attorney in Texas. The majority of our clients have actually never had to work with a legal representative before. We recommend you ask these ten to discover the very best work attorney for you:

What percentage of your practice is committed to employment law?The Law Office of Rob Wiley, P.C. commits practically all of our practice to work law.

Do you generally represent workers or organizations? More than 99% of our clients are workers. Our Dallas employment lawyers strongly argue for enforcing and expanding employee rights. Because we do not represent companies, we are not worried with losing company 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 actually certified Rob Wiley as an Expert in Labor and Employment Law.

Does your law office have the needed resources to manage my case? Yes. With 7 devoted full-time lawyers in Dallas, we have the resources to deal with most cases.

Are you a solo professional or does your firm worker a number of lawyers that can help with my case? We are a genuine law office that interacts as a team.

What do other employment legal representatives consider you? Rob Wiley, Dallas employment lawyer, has an outstanding credibility. 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 because 2014, called 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 job disciplined by a bar association? No. You can verify attorney disciplinary history at www.texasbar.com.

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

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

Do you charge an initial consultation fee? If not, why not? Yes, we charge a consultation fee. By charging a seek advice from fee, we drastically lower the variety of preliminary assessments. This enables us to have an attorney present at every preliminary assessment. It also ensures that the clients we see are serious about their case. Our company believe that most respectable work attorneys charge for an initial assessment. In our opinion, employment attorneys who do not charge for a preliminary speak with are generally not great.

The Law Office of Rob Wiley, P.C. represents employees in a range 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 job federal court. Although the majority of our cases are individual cases, we also represent employees in class or collective actions and complex litigation.

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 very important to hire an attorney before submitting a claim with any federal government firm such as the Equal Employment Opportunity Commission (EEOC). We frequently represent employees before government companies and in court.

It is illegal for a company to allow a hostile workplace under a number of state and federal laws. Generally, a hostile workplace happens when a worker experiences serious or prevalent harassment. For instance, a manager who sexually bothers a subordinate can create an illegal hostile work environment. Similarly, use of the “n-word,” ridiculing a handicapped staff member, or demeaning an employee’s faiths could produce a hostile workplace.

It is unlawful for a company to retaliate against an employee for working out workplace rights. This can consist of retaliation for grumbling about discrimination, harassment, work environment security, overdue overtime, or union arranging. Retaliatory acts include termination, failure to promote, or pay cuts. Retaliation can likewise include harassment or bullying designed to dissuade other staff members from making problems or doing something about it versus the employer. Employees who understand monetary or government scams might have special whistleblower securities. Our law workplace represents whistleblowers in proceedings before the SEC, FINRA, job and OSHA. We likewise represent whistleblowers in federal court actions concerning grant scams, Medicare/Medicaid fraud, and defense contracting fraud.

Every year employers in the United States underpay their workers by billions of dollars. Most American workers are qualified to be paid (1) minimum wage which is presently $7.25 per hour, and (2) overtimes incomes of one-and-one-half times their routine per hour rate. Sweating off the clock, including over lunch or after hours, is generally illegal. Only certain top-level supervisors, administrators, and experts may be paid a salary in lieu of overtime. The exceptions are few and far in between.

While lots of employees are considered tipped employees and are paid $2.13 per hour, overall payment must be at least $7.25 per hour, consisting of pointers. Additionally, companies should pay tipped workers $5.12 instead of $2.13 or $3.20 when working overtime. It is illegal for a dining establishment to need tipped staff members to pay breakage charges, strolled tabs, or share suggestions with kitchen area personnel, janitors, or management.

Employees who receive family and medical leave are entitled to up to 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 major medical condition. Importantly, leave can be taken in blocks or on an intermittent, as needed basis. Employers can not strike back against employees who are looking for leave, have actually departed, or are returning from leave. After departing, a staff member should be gone back to the very same or job a comparable position.

Under the Americans with Disabilities Act (“ADA”) an employer need to offer a disabled employee with sensible lodgings. if it would enable the staff member to carry out the essential functions of the job. Reasonable lodgings might consist of, customizing work schedules, brief term leave, working from home, or adjusting task duties.

The deadline to submit a work claim can be extremely short. If you are experiencing problems in your office or have actually been fired, contact our office right away.