Dallas Employment Lawyers

Rob Wiley, P.C. is a Dallas law office representing employees in suits versus companies. Typical cases include work discrimination, retaliation, unsettled or mispaid incomes, and employment failure to supply advantages like medical leave or affordable lodging. We have actually been representing workers given that 2000 and have actually assisted thousands of Dallas workers.

Our office is staffed by six lawyers focused solely on work law. We office out of a restored Victorian mansion initially integrated in 1910. We lie in the State-Thomas area of Uptown Dallas.

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

Having practiced work law for more than a decade, Rob Wiley understands it can be difficult to discover a certified employment lawyer in Texas. Most of our customers have never ever needed to employ a lawyer before. We suggest you ask these 10 questions to discover the finest work legal representative for you:

What percentage of your practice is dedicated to work law?The Law Office of Rob Wiley, P.C. devotes practically all of our practice to work law.

Do you usually represent workers or services? More than 99% of our clients are workers. Our Dallas employment lawyers strongly argue for imposing and expanding worker rights. Because we do not represent employers, we are not interested in losing service clients by passionately fighting 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 and Employment Law.

Does your law company have the necessary resources to manage my case? Yes. With 7 dedicated full-time lawyers in Dallas, we have the resources to deal with most cases.

Are you a solo specialist or does your firm worker a number of attorneys that can help with my case? We are a genuine law office that collaborates as a team.

What do other employment legal representatives consider you? Rob Wiley, Dallas employment legal representative, has an outstanding reputation. Mr. Wiley is a chosen member of the Dallas Bar Association’s Employment Law Council, is the past president of the Dallas-Fort Worth Employment Lawyers Association, has actually 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 invited to speak at numerous lawyer training conferences throughout the United States and internationally.

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 in person for the preliminary assessment? Yes. We strongly promote for face-to-face conferences. Most work cases are intricate. Our Dallas employment attorneys wish to meet you personally to have a meaningful discussion about your case.

Will I fulfill a real lawyer for my preliminary assessment? Yes. Unlike many law companies, we do not utilize paralegals or non-lawyer personnel for preliminary assessments.

Do you charge an initial consultation charge? If not, why not? Yes, we charge an assessment cost. By charging a speak with cost, we drastically reduce the variety of preliminary assessments. This allows us to have an attorney present at every initial assessment. It likewise ensures that the customers we see are major about their case. We think that many trusted work attorneys charge for an initial consultation. In our opinion, employment attorneys who do not charge for a preliminary speak with are generally not great.

The Law Office of Rob Wiley, P.C. represents workers in a range of conflicts with their employers. A lot of our cases are before state and federal companies like the EEOC, the Department of Labor, or the Texas Workforce Commission. Other cases are submitted in state or employment federal court. Although the majority of our cases are individual cases, we likewise represent workers in class or collective actions and complicated 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 submitting a claim with any government firm such as the Equal Employment Opportunity Commission (EEOC). We regularly represent workers before federal government agencies and in court.

It is prohibited for an employer to allow a hostile workplace under a number of state and employment federal laws. Generally, a hostile workplace happens when a worker experiences extreme or pervasive harassment. For instance, a manager who sexually bothers a subordinate can develop an unlawful hostile workplace. Similarly, usage of the “n-word,” teasing a disabled staff member, or demeaning an employee’s religions might develop a hostile workplace.

It is illegal for a company to retaliate against a worker for exercising workplace rights. This can include retaliation for complaining about discrimination, harassment, work environment security, unsettled overtime, or union arranging. Retaliatory acts consist of termination, failure to promote, or pay cuts. Retaliation can likewise include harassment or bullying designed to deter other workers from making complaints or doing something about it versus the company. Employees who are mindful of monetary or government scams may have special whistleblower securities. Our law workplace represents whistleblowers in procedures before the SEC, FINRA, and OSHA. We also represent whistleblowers in federal court actions worrying grant scams, Medicare/Medicaid fraud, and defense contracting scams.

Every year employers in the United States underpay their employees by billions of dollars. Most American employees are qualified to be paid (1) minimum wage which is currently $7.25 per hour, and (2) overtimes wages of one-and-one-half times their regular per hour rate. Sweating off the clock, consisting of over lunch or after hours, is usually unlawful. Only specific high-level supervisors, administrators, and experts might be paid a salary in lieu of overtime. The exceptions are rare.

While numerous workers are considered tipped workers and are paid $2.13 per hour, overall payment needs to be at least $7.25 per hour, consisting of suggestions. Additionally, employers must pay tipped staff members $5.12 rather of $2.13 or $3.20 when working overtime. It is illegal for a dining establishment to require tipped employees to pay breakage fees, strolled tabs, or share tips with kitchen personnel, janitors, or management.

Employees who receive household and medical leave are to up to twelve weeks of leave. Leave can be for the care of a spouse, moms and dad, or child. Employees can likewise take personal medical leave for their own major medical condition. Importantly, leave can be taken in blocks or employment on an intermittent, as required basis. Employers can not strike back against staff members who are seeking leave, have departed, or are returning from leave. After taking leave, an employee should be gone back to the very same or a comparable position.

Under the Americans with Disabilities Act (“ADA”) an employer should provide a handicapped staff member with reasonable lodgings. if it would enable the staff member to perform the important functions of the job. Reasonable lodgings might consist of, modifying work schedules, short term leave, working from home, or adjusting task responsibilities.

The deadline to submit a work claim can be incredibly short. If you are experiencing issues in your office or have been fired, contact our workplace instantly.