Dallas Employment Lawyers

Rob Wiley, P.C. is a Dallas law practice representing employees in suits against employers. Typical cases consist of work discrimination, retaliation, unpaid or mispaid wages, and failure to provide benefits like medical leave or sensible accommodation. We have been representing employees since 2000 and have assisted countless Dallas workers.

Our workplace is staffed by 6 lawyers focused exclusively on work law. We office out of a brought back Victorian estate originally constructed in 1910. We lie in the State-Thomas location of Uptown Dallas.

If you are looking 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 understands it can be challenging to discover a certified work legal representative in Texas. The majority of our clients have never ever needed to employ a legal representative before. We suggest you ask these ten concerns to find the very best work attorney for you:

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

Do you usually represent employees or companies? More than 99% of our clients are employees. Our Dallas employment lawyers aggressively argue for enforcing and broadening worker rights. Because we do not represent employers, we are not worried about losing business clients by passionately combating for staff members.

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 licensed Rob Wiley as a Specialist in Labor and Employment Law.

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

Are you a solo practitioner or does your firm worker numerous attorneys that can help with my case? We are a genuine law firm that interacts as a group.

What do other work attorneys believe about you? Rob Wiley, Dallas employment legal representative, has an record. Mr. Wiley is a chosen member of the Dallas Bar Association’s Employment Law Council, is the past president of the Dallas-Fort Worth Employment Lawyers Association, has been called a Texas Super Lawyer by Thompson Reuters every year because 2014, named a Super Lawyers Rising Star from 2012-2013, and has been invited to speak at different lawyer training conferences throughout the United States and worldwide.

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

Will you meet me face-to-face for the initial consultation? Yes. We strongly promote for in person conferences. Most work cases are intricate. Our Dallas work legal representatives want to satisfy with you in individual to have a significant discussion about your case.

Will I meet an actual lawyer for my initial assessment? Yes. Unlike lots of law practice, we do not utilize paralegals or non-lawyer personnel for preliminary assessments.

Do you charge an initial assessment charge? If not, why not? Yes, we charge a consultation cost. By charging a speak with fee, we dramatically decrease the number of initial assessments. This allows us to have an attorney present at every preliminary assessment. It also ensures that the customers we see are major about their case. Our company believe that a lot of credible work lawyers charge for employment a preliminary assessment. In our viewpoint, employment work legal representatives who do not charge for a preliminary speak with are generally not great.

The Law Office of Rob Wiley, P.C. represents workers 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 federal court. Although most of our cases are specific cases, we also represent workers in class or collective actions and intricate 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 very important to work with a lawyer before filing a claim with any 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 numerous state and federal laws. Generally, a hostile workplace happens when an employee experiences serious or pervasive harassment. For instance, employment a manager who sexually harasses a subordinate can develop an illegal hostile workplace. Similarly, use of the “n-word,” ridiculing a handicapped staff member, or demeaning a staff member’s faiths might create a hostile workplace.

It is illegal for a company to strike back against a worker for working out work environment rights. This can include retaliation for complaining about discrimination, harassment, office security, overdue 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 dissuade other workers from making problems or taking action versus the company. Employees who know financial or government scams might 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 fraud, 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) minimum wage which is presently $7.25 per hour, and (2) overtimes incomes of one-and-one-half times their regular per hour rate. Working off the clock, consisting of over lunch or after hours, employment is practically always illegal. Only specific high-level managers, administrators, and experts may be paid a salary in lieu of overtime. The exceptions are couple of and far in between.

While numerous staff members are considered tipped workers and are paid $2.13 per hour, total settlement needs to be at least $7.25 per hour, consisting of tips. Additionally, companies should pay tipped employees $5.12 rather of $2.13 or $3.20 when working overtime. It is illegal for a dining establishment to require tipped workers to pay breakage charges, walked tabs, or share tips with kitchen area staff, janitors, or management.

Employees who qualify for family and medical leave are entitled to approximately twelve weeks of leave. Leave can be for the care of a partner, parent, or kid. 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 required basis. Employers can not retaliate versus staff members who are looking for leave, have departed, or are returning from leave. After taking leave, an employee needs to be returned to the very same or an equivalent position.

Under the Americans with Disabilities Act (“ADA”) an employer need to provide a disabled employee with sensible accommodations. 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 changing task responsibilities.

The due date to submit an employment claim can be exceptionally short. If you are experiencing problems in your workplace or employment have actually been fired, contact our workplace right away.