Dallas Employment Lawyers
Rob Wiley, P.C. is a Dallas law firm representing employees in suits versus employers. Typical cases consist of work discrimination, retaliation, unsettled or mispaid earnings, and failure to supply advantages like medical leave or employment sensible accommodation. We have actually been representing employees considering that 2000 and have assisted thousands of Dallas employees.
Our office is staffed by six attorneys focused exclusively on employment law. We office out of a restored Victorian estate originally integrated in 1910. We are situated in the State-Thomas location of Uptown Dallas.
If you are trying to find an employment attorney to represent you in a legal dispute, please call us.
Having practiced work law for more than a decade, Rob Wiley understands it can be hard to find a certified employment lawyer in Texas. Most of our clients have actually never had to work with a legal representative before. We recommend you ask these ten concerns to discover the best work legal representative for you:
What portion of your practice is dedicated to employment law?The Law Office of Rob Wiley, P.C. devotes nearly all of our practice to employment law.
Do you generally represent workers or businesses? More than 99% of our clients are staff members. Our Dallas employment lawyers strongly argue for implementing and broadening worker rights. Because we do not represent companies, we are not worried with losing service clients by passionately combating for staff members.
Are you a Texas lawyer who is Board Certified in Labor and 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 required resources to handle 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 firm staff member several lawyers that can assist with my case? We are a genuine law practice that works together as a team.
What do other work lawyers think of you? Rob Wiley, Dallas work attorney, has an outstanding reputation. Mr. Wiley is a chosen 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 actually been welcomed to speak at different legal representative training conferences throughout the United States and globally.
Have you ever been reprimanded or disciplined by a bar association? No. You can validate attorney disciplinary history at www.texasbar.com.
Will you consult with me face-to-face for the preliminary consultation? Yes. We strongly promote for face-to-face meetings. Most employment cases are complex. Our Dallas work lawyers wish to meet you personally to have a meaningful conversation about your case.
Will I satisfy a real lawyer for my initial consultation? Yes. Unlike numerous law practice, we do not use paralegals or non-lawyer staff for preliminary consultations.
Do you charge an initial assessment cost? If not, why not? Yes, we charge an assessment fee. By charging a seek advice from charge, we considerably minimize the number of preliminary assessments. This allows us to have an attorney present at every preliminary consultation. It also makes sure that the clients we see are major about their case. We think that many reliable employment attorneys charge for a preliminary assessment. In our viewpoint, work attorneys who do not charge for an initial seek advice from are generally not excellent.
The Law Office of Rob Wiley, P.C. represents workers in a range of disagreements with their companies. A number of our cases are before state and federal agencies like the EEOC, the Department of Labor, employment or the Texas Workforce Commission. Other cases are filed in state or federal court. Although the majority of our cases are specific cases, we also represent employees in class or collective actions and complicated litigation.
Discrimination is forbidden 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 firm such as the Equal Job Opportunity Commission (EEOC). We frequently represent workers before federal government companies and in court.
It is unlawful for employment an employer to permit a hostile work environment under several state and federal laws. Generally, a hostile work environment occurs when a staff member experiences serious or pervasive harassment. For example, a manager who sexually harasses a subordinate can create an illegal hostile workplace. Similarly, usage of the “n-word,” ridiculing a disabled worker, or demeaning an employee’s religions might develop a hostile work environment.
It is prohibited for a company to strike back versus an employee for working out office rights. This can include retaliation for complaining about discrimination, harassment, work environment safety, unsettled overtime, or union organizing. Retaliatory acts consist of termination, failure to promote, or pay cuts. Retaliation can also consist of harassment or employment bullying created to dissuade other employees from making complaints or doing something about it versus the company. Employees who understand monetary or federal government scams might have special whistleblower protections. Our law office represents whistleblowers in proceedings before the SEC, FINRA, and OSHA. We also represent whistleblowers in federal court actions worrying grant scams, Medicare/Medicaid scams, and defense contracting scams.
Every year companies in the United States underpay their employees by billions of dollars. Most American workers are eligible to be paid (1) minimum wage which is currently $7.25 per hour, and (2) overtimes incomes of one-and-one-half times their regular hourly rate. Sweating off the clock, consisting of over lunch or after hours, is usually prohibited. Only specific high-level managers, administrators, and experts might be paid a wage 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, overall settlement should be at least $7.25 per hour, including tips. Additionally, companies need to pay tipped staff members $5.12 instead of $2.13 or $3.20 when working overtime. It is illegal for a restaurant to need tipped employees to pay damage costs, strolled tabs, or share suggestions with cooking area staff, janitors, or employment management.
Employees who receive household and medical leave are entitled to as much as twelve weeks of leave. Leave can be for the care of a spouse, moms and employment dad, or kid. Employees can also take personal 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 retaliate versus employees who are seeking leave, have actually departed, or are returning from leave. After departing, a staff member must be returned to the very same or a comparable position.
Under the Americans with Disabilities Act (“ADA”) a company need to offer a disabled employee with affordable lodgings. if it would permit the staff member to carry out the necessary functions of the task. Reasonable lodgings might include, customizing work schedules, short-term leave, working from home, or changing job duties.
The deadline to file a work claim can be extremely brief. If you are experiencing issues in your office or have actually been fired, call our workplace right away.
