Dallas Employment Lawyers

Rob Wiley, P.C. is a Dallas law representing employees in suits against companies. Typical cases consist of work discrimination, retaliation, overdue or mispaid earnings, and failure to supply benefits like medical leave or affordable lodging. We have actually been representing staff members since 2000 and have assisted thousands of Dallas employees.

Our workplace is staffed by six lawyers focused solely on work law. We workplace out of a restored Victorian estate originally integrated in 1910. We are situated in the State-Thomas location of Uptown Dallas.

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

Having practiced employment law for more than a decade, Rob Wiley understands it can be tough to find a certified employment legal representative in Texas. The majority of our customers have actually never needed to work with a lawyer before. We suggest you ask these ten questions to discover the best employment attorney for you:

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

Do you typically represent workers or services? More than 99% of our clients are workers. Our Dallas work attorneys strongly argue for implementing and employment broadening worker rights. Because we do not represent companies, we are not worried about losing business 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 company have the necessary resources to manage my case? Yes. With seven dedicated full-time lawyers in Dallas, we have the resources to deal with most cases.

Are you a solo professional or does your firm staff member numerous lawyers that can help with my case? We are a genuine law office that collaborates as a group.

What do other employment lawyers consider you? Rob Wiley, Dallas employment lawyer, 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 called a Texas Super Lawyer by Thompson Reuters every year since 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 worldwide.

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

Will you consult with me in person for the initial assessment? Yes. We strongly advocate for in person meetings. Most work cases are complicated. Our Dallas employment attorneys want to meet you personally to have a meaningful conversation about your case.

Will I meet a real attorney for my preliminary consultation? Yes. Unlike numerous law companies, we do not utilize paralegals or non-lawyer personnel for preliminary assessments.

Do you charge a preliminary assessment charge? If not, why not? Yes, we charge a consultation charge. By charging a seek advice from cost, we significantly reduce the variety of initial assessments. This enables us to have an attorney present at every initial assessment. It also ensures that the clients we see are major about their case. Our company believe that many trustworthy employment attorneys charge for an initial consultation. In our opinion, work legal representatives who do not charge for an initial speak with are generally not great.

The Law Office of Rob Wiley, P.C. represents staff members in a range of disagreements with their employers. 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 many of our cases are individual cases, we likewise represent employees in class or cumulative actions and intricate litigation.

Discrimination is prohibited 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 submitting a claim with any federal government company such as the Equal Employment Opportunity Commission (EEOC). We regularly represent workers before federal government companies and in court.

It is prohibited for a company to allow a hostile workplace under a number of state and federal laws. Generally, a hostile workplace occurs when an employee experiences extreme or pervasive harassment. For instance, a manager who sexually harasses a subordinate can produce an unlawful hostile workplace. Similarly, usage of the “n-word,” taunting a handicapped worker, or demeaning a staff member’s faiths could develop a hostile work environment.

It is illegal for an employer to strike back against an employee for working out office rights. This can include retaliation for employment grumbling about discrimination, harassment, workplace safety, unsettled overtime, or union organizing. Retaliatory acts include termination, failure to promote, or pay cuts. Retaliation can also include harassment or bullying developed to discourage other workers from making problems or taking action against the company. Employees who understand monetary or federal government scams might have unique whistleblower securities. Our law workplace represents whistleblowers in procedures 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 qualified to be paid (1) minimum wage which is currently $7.25 per hour, and (2) overtimes salaries of one-and-one-half times their routine per hour rate. Sweating off the clock, including over lunch or after hours, is usually unlawful. Only certain high-level managers, administrators, and specialists may be paid an income in lieu of overtime. The exceptions are rare.

While lots of workers are thought about tipped employees and are paid $2.13 per hour, total settlement should be at least $7.25 per hour, including suggestions. Additionally, companies need to pay tipped staff members $5.12 instead of $2.13 or $3.20 when working overtime. It is unlawful for a dining establishment to need tipped staff members to pay damage charges, strolled tabs, or share tips with cooking area staff, janitors, or management.

Employees who certify for household and medical leave are entitled to approximately twelve weeks of leave. Leave can be for the care of a partner, moms and dad, or kid. Employees can likewise take individual medical leave for their own serious medical condition. Importantly, leave can be taken in blocks or on a periodic, employment as needed basis. Employers can not strike back versus staff members who are seeking leave, have departed, or are returning from leave. After taking leave, an employee should be returned to the exact same or an equivalent position.

Under the Americans with Disabilities Act (“ADA”) a company must supply a handicapped staff member with affordable accommodations. if it would enable the worker to perform the vital functions of the job. Reasonable lodgings might include, customizing work schedules, short term leave, working from home, or adjusting task tasks.

The deadline to file an employment claim can be extremely brief. If you are experiencing problems in your office or have been fired, contact our office immediately.