Dallas Employment Lawyers

Rob Wiley, P.C. is a Dallas law practice representing employees in claims against companies. Typical cases consist of work discrimination, retaliation, overdue or mispaid earnings, and failure to supply benefits like medical leave or sensible accommodation. We have actually been representing employees considering that 2000 and have actually helped thousands of Dallas employees.

Our office is staffed by six attorneys focused solely on employment law. We office out of a restored Victorian mansion originally constructed in 1910. We are situated in the State-Thomas location of Uptown Dallas.

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

Having practiced work law for more than a years, Rob Wiley understands it can be challenging to find a certified employment legal representative in Texas. Most of our customers have actually never ever had to employ an attorney before. We recommend you ask these ten concerns to find the finest work lawyer for you:

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

Do you typically represent employees or organizations? More than 99% of our customers are employees. Our Dallas work attorneys strongly argue for enforcing and broadening worker rights. Because we do not represent companies, we are not interested in losing organization clients by passionately fighting for 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 licensed Rob Wiley as a Professional in Labor and Employment Law.

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

Are you a solo practitioner or does your firm worker several attorneys that can assist with my case? We are a genuine law firm that collaborates as a team.

What do other work legal representatives believe about you? Rob Wiley, Dallas work legal representative, has an exceptional credibility. 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 given that 2014, called a Super Lawyers Rising Star from 2012-2013, and has been invited to speak at different lawyer training conferences across the United States and globally.

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

Will you meet with me in person for the preliminary consultation? Yes. We strongly advocate for face-to-face meetings. Most work cases are intricate. Our Dallas work lawyers wish to satisfy with you face to face to have a meaningful conversation about your case.

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

Do you charge a preliminary assessment fee? If not, why not? Yes, we charge an assessment fee. By charging a seek advice from cost, we dramatically lower the number of initial consultations. This permits us to have a lawyer present at every preliminary consultation. It also ensures that the clients we see are major about their case. Our company believe that many reputable work attorneys charge for an initial assessment. In our viewpoint, employment legal representatives who do not charge for a preliminary speak with are usually not really excellent.

The Law Office of Rob Wiley, P.C. represents workers in a range of disputes with their employers. A lot of our cases are before state and federal companies like the EEOC, the Department of Labor, or the Texas Workforce Commission. Other cases are filed in state or federal court. Although the majority of our cases are private cases, we likewise represent employees 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 federal laws. In our experience, it is very important to work with a lawyer before suing with any government company such as the Equal Employment Opportunity Commission (EEOC). We regularly represent workers before federal government companies and in court.

It is unlawful for an employer to allow a hostile work environment under several state and federal laws. Generally, a hostile workplace happens when a worker experiences serious or prevalent harassment. For example, a manager who sexually bugs a subordinate can develop an illegal hostile workplace. Similarly, usage of the “n-word,” ridiculing a disabled employee, or demeaning a staff member’s religious beliefs might produce a hostile workplace.

It is prohibited for an employer to retaliate against an employee for exercising workplace rights. This can include retaliation for complaining about discrimination, harassment, work environment security, unpaid overtime, or union organizing. Retaliatory acts consist of termination, failure to promote, or pay cuts. Retaliation can also consist of harassment or bullying developed to dissuade other staff members from making complaints or doing something about it against the employer. Employees who understand monetary or federal government scams may have unique whistleblower securities. Our law office represents whistleblowers in proceedings before the SEC, FINRA, and OSHA. We likewise 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 staff members by billions of dollars. Most American workers 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 regular per hour rate. Working off the clock, including over lunch or after hours, is often . Only specific high-level supervisors, administrators, and professionals might be paid a wage in lieu of overtime. The exceptions are rare.

While lots of employees are thought about tipped employees and are paid $2.13 per hour, total payment needs to be at least $7.25 per hour, including tips. Additionally, employers should pay tipped employees $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 breakage costs, strolled tabs, or share ideas with kitchen personnel, janitors, or management.

Employees who get approved for household and medical leave are entitled to as much as twelve weeks of leave. Leave can be for referall.us the care of a spouse, parent, or kid. Employees can likewise take individual medical leave for their own serious medical condition. Importantly, leave can be taken in blocks or on an intermittent, as required basis. Employers can not strike back against employees who are seeking leave, have departed, or are returning from leave. After departing, a staff member needs to be returned to the very same or an equivalent position.

Under the Americans with Disabilities Act (“ADA”) an employer should provide a handicapped staff member with affordable accommodations. if it would enable the worker to perform the essential functions of the job. Reasonable lodgings could consist of, customizing work schedules, brief term leave, working from home, or adjusting job responsibilities.

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