Dallas Employment Lawyers

Rob Wiley, P.C. is a Dallas law practice representing workers in lawsuits against employers. Typical cases include work discrimination, retaliation, unsettled or mispaid earnings, and failure to provide advantages like medical leave or sensible accommodation. We have actually been representing staff members since 2000 and have assisted thousands of Dallas employees.

Our workplace is staffed by six lawyers focused solely on employment law. We office out of a brought back Victorian mansion originally integrated in 1910. We lie in the State-Thomas location of Uptown Dallas.

If you are looking for a work lawyer to represent you in a legal conflict, please contact us.

Having practiced work law for more than a decade, Rob Wiley understands it can be tough to find a qualified employment legal representative in Texas. Most of our customers have actually never had to employ an attorney before. We suggest you ask these ten concerns to discover the very best work legal representative 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 usually represent employees or employment services? More than 99% of our customers are workers. Our Dallas work lawyers strongly argue for imposing and expanding employee rights. Because we do not represent employers, we are not interested in losing business clients by passionately defending workers.

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 actually accredited Rob Wiley as an Expert in Labor and Employment Law.

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

Are you a solo practitioner or does your company worker several attorneys that can help with my case? We are a genuine law practice that collaborates as a group.

What do other employment legal representatives think of you? Rob Wiley, Dallas employment attorney, has an excellent track record. 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 called a Texas Super Lawyer by Thompson Reuters every year since 2014, called a Super Lawyers Rising Star from 2012-2013, and has been invited to speak at numerous lawyer training conferences across the United States and worldwide.

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

Will you consult with me in person for the initial consultation? Yes. We highly advocate for face-to-face conferences. Most work cases are intricate. Our Dallas employment legal representatives wish to consult with you personally to have a meaningful discussion about your case.

Will I fulfill a real attorney for my preliminary consultation? Yes. Unlike numerous law practice, we do not use paralegals or non-lawyer personnel for preliminary assessments.

Do you charge a preliminary consultation charge? If not, why not? Yes, we charge an assessment charge. By charging a seek advice from fee, we dramatically decrease the number of initial assessments. This permits us to have an attorney present at every preliminary assessment. It likewise makes sure that the clients we see are major about their case. We think that a lot of trusted work attorneys charge for a preliminary assessment. In our viewpoint, employment attorneys who do not charge for an initial seek advice from are normally not excellent.

The Law Office of Rob Wiley, P.C. represents staff members in a variety of disagreements with their companies. A number of our cases are before state and federal agencies like the EEOC, the Department of Labor, or the Texas Workforce Commission. Other cases are submitted in state or federal court. Although most of our cases are specific cases, we also represent workers in class or collective actions and complex lawsuits.

Discrimination is prohibited under Title VII of the Civil Liberty Act of 1964, employment 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 employ a lawyer before submitting a claim with any federal government agency such as the Equal Employment Opportunity Commission (EEOC). We regularly represent staff members before federal government agencies and in court.

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

It is unlawful for a company to retaliate versus a worker for exercising workplace rights. This can include retaliation for grumbling about discrimination, harassment, office security, unsettled overtime, or union organizing. Retaliatory acts consist of termination, failure to promote, or pay cuts. Retaliation can likewise include harassment or bullying designed to dissuade other workers from making complaints or taking action against the employer. Employees who know financial or federal government scams may have special whistleblower defenses. Our law workplace represents whistleblowers in proceedings before the SEC, FINRA, and OSHA. We also represent whistleblowers in federal court actions concerning grant scams, Medicare/Medicaid scams, and defense contracting fraud.

Every year companies in the United States underpay their employees by billions of dollars. Most American employees are eligible to be paid (1) base pay which is presently $7.25 per hour, 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 generally unlawful. Only certain top-level managers, administrators, and professionals may be paid a wage in lieu of overtime. The exceptions are rare.

While lots of workers are considered tipped staff members and are paid $2.13 per hour, overall settlement needs to be at least $7.25 per hour, including pointers. Additionally, companies must pay tipped workers $5.12 rather of $2.13 or $3.20 when working overtime. It is prohibited for a dining establishment to need tipped employees to pay damage charges, walked tabs, or share suggestions with kitchen area personnel, janitors, employment or management.

Employees who receive household and medical leave are entitled to approximately 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 serious medical condition. Importantly, leave can be taken in blocks or on an intermittent, employment as required basis. Employers can not retaliate against staff members who are looking for leave, have departed, or are from leave. After departing, a staff member needs to be gone back to the exact same or employment a comparable position.

Under the Americans with Disabilities Act (“ADA”) an employer need to offer a handicapped worker with reasonable lodgings. if it would permit the staff member to carry out the necessary functions of the job. Reasonable accommodations might consist of, modifying work schedules, short-term leave, working from home, or adjusting job duties.

The deadline to file an employment claim can be exceptionally short. If you are experiencing issues in your office or have been fired, call our workplace right away.