Dallas Employment Lawyers

Rob Wiley, P.C. is a Dallas law practice representing employees in lawsuits versus companies. Typical cases consist of employment discrimination, retaliation, unpaid or mispaid salaries, and failure to provide advantages like medical leave or sensible lodging. We have actually been representing workers because 2000 and have assisted thousands of Dallas workers.

Our office is staffed by six lawyers focused exclusively on work law. We office out of a brought back Victorian estate initially built in 1910. We lie in the State-Thomas area of Uptown Dallas.

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

Having practiced work law for more than a years, Rob Wiley knows it can be difficult to discover a qualified employment legal representative in Texas. Most of our customers have never had to hire an attorney before. We suggest you ask these ten questions to discover the finest work legal representative for you:

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

Do you normally represent employees or businesses? More than 99% of our clients are workers. Our Dallas employment attorneys aggressively argue for enforcing and broadening employee rights. Because we do not represent employers, we are not worried about losing company customers by passionately defending workers.

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

Does your law practice have the needed 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 specialist or does your company staff member numerous attorneys that can assist with my case? We are a real law office that interacts as a team.

What do other work lawyers consider you? Rob Wiley, Dallas employment attorney, has an outstanding reputation. 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 actually been named a Texas Super Lawyer by Thompson Reuters every year considering that 2014, called a Super Lawyers Rising Star from 2012-2013, and has actually been welcomed to speak at different lawyer training conferences across 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 satisfy with me face-to-face for the initial consultation? Yes. We highly promote for face-to-face conferences. Most work cases are complicated. Our Dallas work attorneys desire to meet you personally to have a significant discussion about your case.

Will I meet a real lawyer for my initial consultation? Yes. Unlike lots of law firms, we do not utilize paralegals or non-lawyer personnel for preliminary assessments.

Do you charge an initial assessment fee? If not, why not? Yes, we charge a consultation charge. By charging a consult fee, we significantly minimize the variety of initial consultations. This allows us to have an attorney present at every initial assessment. It likewise guarantees that the customers we see are severe about their case. We think that the majority of trustworthy employment attorneys charge for a preliminary assessment. In our opinion, employment attorneys who do not charge for a preliminary consult are usually not extremely good.

The Law Office of Rob Wiley, P.C. represents employees in a range of disagreements with their companies. Much 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 the majority of our cases are specific cases, we likewise represent employees in class or collective actions and intricate lawsuits.

Discrimination is forbidden 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 essential to employ an attorney before filing a claim with any government firm such as the Equal Job Opportunity Commission (EEOC). We frequently represent employees before government firms and in court.

It is unlawful for an employer to allow a hostile workplace under numerous state and federal laws. Generally, a hostile workplace occurs when an employee experiences severe or pervasive harassment. For instance, a supervisor who sexually bothers a subordinate can develop an illegal hostile workplace. Similarly, use of the “n-word,” teasing a disabled staff member, or demeaning a staff member’s religions might produce a hostile workplace.

It is illegal for an employer to retaliate versus an employee for exercising work environment rights. This can include retaliation for complaining about discrimination, harassment, workplace security, unpaid overtime, or union arranging. Retaliatory acts include termination, failure to promote, or pay cuts. Retaliation can also include harassment or bullying developed to deter other staff members from making complaints or acting versus the company. Employees who understand monetary or federal government scams may have special whistleblower defenses. Our law office 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 scams.

Every year companies in the United States underpay their staff members by billions of dollars. Most American employees are qualified to be paid (1) base pay which is currently $7.25 per hour, and (2) overtimes salaries of one-and-one-half times their regular hourly rate. Sweating off the clock, including over lunch or after hours, is often unlawful. Only particular high-level supervisors, administrators, and specialists might be paid a salary in lieu of overtime. The exceptions are scarce.

While many employees are considered tipped staff members and are paid $2.13 per hour, total compensation must be at least $7.25 per hour, consisting of suggestions. Additionally, companies should pay tipped staff members $5.12 rather of $2.13 or $3.20 when working overtime. It is unlawful for referall.us a restaurant to need tipped workers to pay damage charges, strolled tabs, or share pointers with kitchen staff, janitors, or management.

Employees who qualify for family and medical leave are entitled to as much as twelve weeks of leave. Leave can be for the care of a spouse, moms and dad, or child. Employees can likewise take individual medical leave for their own serious medical condition. Importantly, leave can be taken in blocks or on a periodic, as required basis. Employers can not strike back against workers who are seeking leave, have taken leave, or are returning from leave. After taking leave, a staff member should be gone back to the exact same or an equivalent position.

Under the Americans with Disabilities Act (“ADA”) a company should provide a handicapped employee with reasonable accommodations. if it would permit the employee to perform the essential functions of the job. Reasonable accommodations could include, customizing work schedules, short-term leave, working from home, or adjusting task duties.

The deadline to file a work claim can be exceptionally brief. If you are experiencing problems in your office or have been fired, contact our office instantly.