Dallas Employment Lawyers

Rob Wiley, P.C. is a Dallas law practice representing employees in lawsuits against companies. Typical cases consist of employment discrimination, retaliation, unsettled or mispaid incomes, and failure to offer benefits like medical leave or reasonable accommodation. We have actually been representing staff members given that 2000 and have actually assisted countless Dallas workers.

Our workplace is staffed by 6 attorneys focused entirely on employment law. We workplace out of a restored Victorian estate initially integrated in 1910. We are situated in the State-Thomas location of Uptown Dallas.

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

Having practiced work law for more than a decade, Rob Wiley knows it can be difficult to find a certified work legal representative in Texas. Most of our customers have never had to work with an attorney before. We advise you ask these 10 questions to find the best employment lawyer for you:

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

Do you usually represent workers or services? More than 99% of our customers are staff members. Our Dallas work lawyers strongly argue for enforcing and expanding employee rights. Because we do not represent companies, we are not interested in losing service customers by passionately combating for employees.

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

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

Are you a solo specialist or does your firm staff member a number of lawyers that can assist with my case? We are a genuine law practice that collaborates as a group.

What do other employment legal representatives think of you? Rob Wiley, Dallas work attorney, has an outstanding reputation. Mr. Wiley is an elected member of the Dallas Bar Association’s Employment Law Council, is the past president of the Dallas-Fort Worth Employment Lawyers Association, has been named a Texas Super Lawyer by Thompson Reuters every year given that 2014, named a Super Lawyers Rising Star from 2012-2013, and has actually been invited to speak at numerous legal representative training conferences throughout the United States and worldwide.

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 face-to-face for the initial consultation? Yes. We strongly promote for face-to-face meetings. Most employment cases are complicated. Our Dallas employment legal representatives wish to consult with you face to face to have a meaningful discussion about your case.

Will I fulfill an actual lawyer for my preliminary consultation? Yes. Unlike many law companies, we do not utilize paralegals or non-lawyer personnel for initial consultations.

Do you charge an initial assessment charge? If not, why not? Yes, we charge a consultation fee. By charging a consult cost, we dramatically reduce the variety of preliminary consultations. This enables us to have a lawyer present at every initial assessment. It likewise ensures that the customers we see are major about their case. Our company believe that most trusted employment attorneys charge for a preliminary assessment. In our viewpoint, employment legal representatives who do not charge for an initial speak with are generally not great.

The Law Office of Rob Wiley, P.C. represents employees in a range of disagreements with their employers. Much 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, we also represent employees in class or cumulative actions and complicated lawsuits.

Discrimination is forbidden 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 work with a lawyer before filing a claim with any government agency such as the Equal Job Opportunity Commission (EEOC). We routinely represent workers before federal government agencies and in court.

It is prohibited for an employer to permit a hostile workplace under a number of state and federal laws. Generally, employment a hostile work environment happens when an employee experiences extreme or pervasive harassment. For example, employment a manager who sexually pesters a subordinate can create an illegal hostile work environment. Similarly, use of the “n-word,” teasing a handicapped worker, employment or demeaning an employee’s religious beliefs might develop a hostile workplace.

It is prohibited for a company to strike back versus a staff member for exercising workplace rights. This can consist of retaliation for complaining about discrimination, harassment, work safety, unsettled overtime, or union organizing. Retaliatory acts include termination, failure to promote, or pay cuts. Retaliation can likewise include harassment or bullying developed to discourage other employees from making problems or acting against the employer. Employees who are mindful of financial or federal government scams might have special whistleblower protections. Our law workplace represents whistleblowers in procedures before the SEC, FINRA, and OSHA. We likewise represent whistleblowers in federal court actions worrying grant scams, Medicare/Medicaid scams, and defense contracting fraud.

Every year employers in the United States underpay their employees by billions of dollars. Most American employees are eligible to be paid (1) base pay which is presently $7.25 per hour, and (2) overtimes incomes of one-and-one-half times their routine hourly rate. Working off the clock, consisting of over lunch or after hours, is usually prohibited. Only certain top-level managers, administrators, and specialists may be paid an income in lieu of overtime. The exceptions are rare.

While many employees are thought about tipped staff members and are paid $2.13 per hour, overall payment needs to be at least $7.25 per hour, including pointers. Additionally, companies must pay tipped staff members $5.12 instead of $2.13 or $3.20 when working overtime. It is prohibited for a dining establishment to need tipped employees to pay damage charges, walked tabs, or share tips with kitchen area 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 partner, parent, or child. Employees can also take personal medical leave for their own serious medical condition. Importantly, leave can be taken in blocks or employment on an intermittent, as needed basis. Employers can not strike back against staff members who are looking for leave, have actually taken leave, or are returning from leave. After taking leave, a worker should be gone back to the exact same or an equivalent position.

Under the Americans with Disabilities Act (“ADA”) a company must offer a disabled employee with sensible accommodations. if it would enable the staff member to carry out the vital functions of the task. Reasonable lodgings might include, customizing work schedules, short term leave, working from home, or changing job responsibilities.

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