Dallas Employment Lawyers

Rob Wiley, P.C. is a Dallas law office representing workers in lawsuits versus employers. Typical cases consist of employment discrimination, retaliation, overdue or mispaid incomes, and failure to offer advantages like medical leave or affordable accommodation. We have actually been representing workers since 2000 and have actually helped countless Dallas employees.

Our workplace is staffed by six attorneys focused exclusively on work law. We workplace out of a brought back Victorian mansion originally built in 1910. We are situated in the State-Thomas area of Uptown Dallas.

If you are trying to find an employment legal representative to represent you in a legal conflict, please call us.

Having practiced employment law for more than a decade, Rob Wiley understands it can be hard to discover a qualified employment legal representative in Texas. Most of our clients have never had to work with a lawyer before. We suggest you ask these 10 questions to discover the best work lawyer for you:

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

Do you typically represent employees or companies? More than 99% of our clients are workers. Our Dallas work lawyers aggressively argue for implementing and broadening employee rights. Because we do not represent companies, we are not worried with losing company customers by passionately battling for 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 actually certified Rob Wiley as an Expert in Labor employment and Employment Law.

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

Are you a solo professional or does your company worker numerous lawyers that can assist with my case? We are a real law office that collaborates as a group.

What do other employment legal representatives believe about you? Rob Wiley, employment Dallas employment attorney, has an record. 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 been named a Texas Super Lawyer by Thompson Reuters every year because 2014, named a Super Lawyers Rising Star from 2012-2013, and has been welcomed to speak at different lawyer training conferences across the United States and internationally.

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

Will you fulfill with me face-to-face for the preliminary assessment? Yes. We highly advocate for in person conferences. Most work cases are complex. Our Dallas employment legal representatives wish to consult with you personally to have a significant conversation about your case.

Will I fulfill a real attorney for my preliminary consultation? Yes. Unlike lots of law office, we do not use paralegals or non-lawyer personnel for preliminary consultations.

Do you charge an initial consultation cost? If not, why not? Yes, we charge an assessment charge. By charging a consult fee, we drastically reduce the number of initial consultations. This enables us to have a lawyer present at every preliminary consultation. It likewise guarantees that the customers we see are severe about their case. We think that most reputable work lawyers charge for an initial assessment. In our opinion, employment lawyers who do not charge for a preliminary consult are generally not excellent.

The Law Office of Rob Wiley, P.C. represents employees in a variety of disagreements with their companies. A lot of our cases are before state and federal firms 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, employment we also represent employees in class or collective actions and complicated litigation.

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 necessary to work with a lawyer before filing a claim with any federal government firm such as the Equal Employment Opportunity Commission (EEOC). We regularly represent employees before government agencies and in court.

It is unlawful for an employer to allow a hostile work environment under a number of state and federal laws. Generally, a hostile work environment takes place when a worker experiences serious or prevalent harassment. For example, a supervisor who sexually harasses a subordinate can produce an illegal hostile work environment. Similarly, use of the “n-word,” ridiculing a handicapped employee, or demeaning a worker’s religions might create a hostile work environment.

It is prohibited for an employer to strike back versus a worker for working out workplace rights. This can include retaliation for complaining about discrimination, harassment, office security, overdue overtime, or union arranging. Retaliatory acts include termination, failure to promote, or pay cuts. Retaliation can also consist of harassment or bullying created to dissuade other employees from making problems or acting against the company. Employees who understand financial or government fraud may have special whistleblower protections. Our law workplace represents whistleblowers in proceedings before the SEC, FINRA, and OSHA. We likewise represent whistleblowers in federal court actions concerning grant scams, Medicare/Medicaid fraud, employment and defense contracting scams.

Every year companies in the United States underpay their workers 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 earnings of one-and-one-half times their routine hourly rate. Working off the clock, including over lunch or after hours, is usually prohibited. Only particular high-level supervisors, administrators, and professionals may be paid a wage in lieu of overtime. The exceptions are couple of and far in between.

While lots of staff members are considered tipped staff members and are paid $2.13 per hour, overall settlement needs to be at least $7.25 per hour, including tips. Additionally, employers should pay tipped workers $5.12 instead of $2.13 or $3.20 when working overtime. It is illegal for a restaurant to require tipped employees to pay damage fees, walked tabs, or share tips with cooking area staff, janitors, or management.

Employees who certify for employment family and medical leave are entitled to as much as 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, as needed basis. Employers can not strike back versus workers who are looking for leave, have actually taken leave, or are returning from leave. After taking leave, an employee should be returned to the very same or a comparable position.

Under the Americans with Disabilities Act (“ADA”) an employer should supply a disabled employee with affordable accommodations. if it would enable the employee to carry out the important functions of the job. Reasonable accommodations could consist of, customizing work schedules, short-term leave, working from home, or changing task tasks.

The deadline to file an employment claim can be incredibly brief. If you are experiencing issues in your office or have been fired, call our workplace immediately.