Dallas Employment Lawyers

Rob Wiley, P.C. is a Dallas law practice representing workers in suits versus employers. Typical cases consist of employment discrimination, retaliation, overdue or mispaid earnings, and failure to provide benefits like medical leave or reasonable lodging. We have actually been representing employees because 2000 and have actually helped thousands of Dallas employees.

Our workplace is staffed by 6 lawyers focused exclusively on work law. We workplace out of a brought back Victorian mansion originally integrated in 1910. We lie in the State-Thomas area of Uptown Dallas.

If you are trying to find a work attorney to represent you in a legal conflict, please call us.

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

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

Do you normally represent workers or companies? More than 99% of our customers are staff members. Our Dallas work attorneys strongly argue for enforcing and broadening worker rights. Because we do not represent employers, we are not worried about losing organization clients 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 actually certified Rob Wiley as a Professional in Labor and Employment Law.

Does your law office have the essential resources to handle my case? Yes. With 7 dedicated full-time attorneys in Dallas, we have the resources to deal with most cases.

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

What do other work attorneys consider you? Rob Wiley, Dallas employment lawyer, has an excellent track record. 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 given that 2014, named a Super Lawyers Rising Star from 2012-2013, and has actually been invited to speak at numerous lawyer training conferences throughout the United States and worldwide.

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

Will you consult with me in person for the initial consultation? Yes. We highly advocate for in person meetings. Most employment cases are complicated. Our Dallas work lawyers want to consult with you personally to have a significant discussion about your case.

Will I fulfill an actual lawyer for my initial consultation? Yes. Unlike numerous law practice, we do not use paralegals or non-lawyer staff for initial consultations.

Do you charge a preliminary consultation fee? If not, why not? Yes, we charge a consultation cost. By charging a consult charge, we significantly decrease the variety of preliminary consultations. This permits us to have a lawyer present at every initial consultation. It also makes sure that the customers we see are serious about their case. Our company believe that a lot of credible work lawyers charge for an initial assessment. In our viewpoint, employment legal representatives who do not charge for an initial consult are typically not great.

The Law Office of Rob Wiley, P.C. represents staff members in a variety of conflicts with their companies. Many of our cases are before state and federal agencies like the EEOC, the Department of Labor, or the Texas Workforce Commission. Other cases are filed in state or federal court. Although the majority of our cases are specific cases, we likewise represent workers in class or referall.us collective actions and complicated litigation.

Discrimination is restricted under Title VII of the Civil Rights Act of 1964, the 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 hire a lawyer before suing with any federal government agency such as the Equal Job Opportunity Commission (EEOC). We regularly represent staff members before federal government firms and in court.

It is prohibited for an employer to permit 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 pervasive harassment. For instance, a supervisor who sexually pesters a subordinate can develop an illegal hostile workplace. Similarly, usage of the “n-word,” ridiculing a disabled employee, or demeaning a staff member’s religious beliefs could create a hostile workplace.

It is unlawful for an employer to retaliate versus a worker for exercising work environment rights. This can include retaliation for complaining about discrimination, harassment, work environment safety, unpaid overtime, or union organizing. Retaliatory acts consist of termination, failure to promote, or pay cuts. Retaliation can likewise include harassment or bullying developed to dissuade other workers from making grievances or doing something about it against the company. Employees who know monetary or federal government scams may have special whistleblower defenses. Our law workplace represents whistleblowers in procedures before the SEC, FINRA, and OSHA. We also represent whistleblowers in federal court actions worrying 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) minimum wage which is presently $7.25 per hour, and (2) overtimes wages of one-and-one-half times their routine hourly rate. Sweating off the clock, including over lunch or after hours, is usually prohibited. Only specific top-level supervisors, administrators, and specialists might be paid a salary in lieu of overtime. The exceptions are scarce.

While many employees are thought about tipped staff members and are paid $2.13 per hour, total settlement needs to be at least $7.25 per hour, consisting of tips. Additionally, employers must pay tipped employees $5.12 instead of $2.13 or $3.20 when working overtime. It is illegal for a restaurant to require tipped employees to pay breakage costs, walked tabs, or share pointers with kitchen personnel, janitors, or management.

Employees who qualify for household and medical leave are entitled to up to twelve weeks of leave. Leave can be for the care of a partner, parent, or child. Employees can also take individual 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 employees who are looking for leave, have departed, or are returning from leave. After departing, a staff member should be gone back to the same or an equivalent position.

Under the Americans with Disabilities Act (“ADA”) an employer must offer a disabled employee with sensible lodgings. if it would permit the worker to perform the important functions of the task. Reasonable accommodations could include, modifying work schedules, short term leave, working from home, or adjusting task tasks.

The due date to file an employment claim can be incredibly short. If you are experiencing problems in your office or have actually been fired, call our office immediately.