Dallas Employment Lawyers

Rob Wiley, P.C. is a Dallas law office representing employees in suits versus companies. Typical cases include work discrimination, retaliation, overdue or mispaid incomes, and job failure to offer advantages like medical leave or affordable accommodation. We have been representing workers because 2000 and have actually assisted thousands of Dallas employees.

Our office is staffed by 6 lawyers focused solely on employment law. We workplace out of a brought back Victorian mansion initially constructed in 1910. We are situated in the State-Thomas location of Uptown Dallas.

If you are searching for an employment legal representative to represent you in a legal dispute, please contact us.

Having practiced employment law for more than a years, Rob Wiley knows it can be tough to find a certified work legal representative in Texas. The majority of our clients have never ever needed to work with an attorney before. We recommend you ask these 10 concerns to discover the best employment lawyer for you:

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

Do you usually represent workers or services? More than 99% of our customers are staff members. Our Dallas work lawyers strongly argue for imposing and broadening worker rights. Because we do not represent employers, we are not worried about losing service clients by passionately fighting for employees.

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 a Professional in Labor and Employment Law.

Does your law practice have the required resources to manage my case? Yes. With seven dedicated full-time attorneys in Dallas, we have the resources to deal with most cases.

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

What do other work legal representatives believe about you? Rob Wiley, Dallas employment legal representative, has an exceptional credibility. 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 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 various legal representative training conferences across the United States and globally.

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

Will you fulfill with me in person for the preliminary consultation? Yes. We highly promote for in person meetings. Most employment cases are complex. Our Dallas work lawyers wish to meet with you personally to have a significant discussion about your case.

Will I meet a real lawyer for my preliminary consultation? Yes. Unlike many law companies, we do not use paralegals or non-lawyer staff for preliminary assessments.

Do you charge an initial consultation charge? If not, why not? Yes, we charge a consultation fee. By charging a speak with fee, we significantly minimize the number of preliminary assessments. This allows us to have an attorney present at every preliminary assessment. It also guarantees that the customers we see are major about their case. We think that the majority of trusted employment attorneys charge for an initial assessment. In our viewpoint, work legal representatives who do not charge for a preliminary consult are usually not excellent.

The Law Office of Rob Wiley, P.C. represents employees in a variety of disputes with their companies. A lot 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 most of our cases are private cases, we likewise represent employees in class or cumulative actions and intricate lawsuits.

Discrimination is prohibited 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 essential to employ an attorney before suing with any government company such as the Equal Employment Opportunity Commission (EEOC). We regularly represent staff members before federal government companies and in court.

It is unlawful for job a company to permit a hostile workplace under a number of state and federal laws. Generally, a hostile workplace happens when an employee experiences serious or prevalent harassment. For example, a supervisor who sexually bothers a subordinate can create an unlawful hostile workplace. Similarly, use of the “n-word,” teasing a disabled worker, or demeaning a staff member’s faiths might produce a hostile workplace.

It is unlawful for a company to retaliate against a staff member for working out workplace rights. This can include retaliation for grumbling about discrimination, harassment, work environment security, unpaid overtime, or union arranging. Retaliatory acts consist of termination, failure to promote, or pay cuts. Retaliation can likewise include harassment or job bullying created to discourage other employees from making grievances or acting against the company. Employees who understand monetary or federal government scams might have unique whistleblower defenses. Our law office represents whistleblowers in procedures 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 workers are eligible 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 per hour rate. Sweating off the clock, of over lunch or after hours, is almost always prohibited. Only certain high-level supervisors, administrators, and specialists might be paid a wage in lieu of overtime. The exceptions are scarce.

While numerous workers 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, companies should pay tipped staff members $5.12 rather of $2.13 or $3.20 when working overtime. It is illegal for a dining establishment to need tipped employees to pay breakage charges, walked tabs, or share pointers with kitchen area personnel, janitors, or management.

Employees who certify for household and medical leave are entitled to as much as 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 needed basis. Employers can not retaliate against workers who are looking for leave, have departed, job or are returning from leave. After taking leave, a staff member needs to be gone back to the same or an equivalent position.

Under the Americans with Disabilities Act (“ADA”) a company need to supply a handicapped worker with reasonable lodgings. if it would permit the employee to carry out the essential functions of the job. Reasonable lodgings could consist of, customizing work schedules, short term leave, working from home, or adjusting job tasks.

The deadline to submit an employment claim can be extremely brief. If you are experiencing issues in your work environment or have actually been fired, call our office right away.