Dallas Employment Lawyers

Rob Wiley, P.C. is a Dallas law practice representing workers in claims against companies. Typical cases consist of employment discrimination, retaliation, overdue or mispaid salaries, and failure to offer benefits like medical leave or reasonable accommodation. We have actually been representing workers since 2000 and have helped countless Dallas employees.

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

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

Having practiced employment law for more than a decade, Rob Wiley understands it can be hard to find a qualified work lawyer in Texas. Most of our customers have never ever needed to work with a lawyer before. We recommend you ask these 10 questions to discover the best work lawyer for you:

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

Do you typically represent employees or organizations? More than 99% of our clients are employees. Our Dallas employment lawyers strongly argue for imposing and expanding worker rights. Because we do not represent companies, we are not worried about losing organization customers by passionately fighting for staff members.

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

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

Are you a solo practitioner or does your firm worker numerous attorneys that can help with my case? We are a genuine law office that interacts as a team.

What do other work legal representatives think of you? Rob Wiley, Dallas employment lawyer, has an outstanding track record. 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 given that 2014, named a Super Lawyers Rising Star from 2012-2013, and has been invited to speak at various attorney training conferences across the United States and globally.

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 preliminary assessment? Yes. We strongly promote for face-to-face meetings. Most work cases are complex. Our Dallas employment lawyers wish to meet you personally to have a meaningful conversation about your case.

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

Do you charge a preliminary assessment fee? If not, why not? Yes, we charge an assessment charge. By charging a seek advice from cost, we considerably decrease the number of initial assessments. This permits us to have a lawyer present at every preliminary assessment. It likewise makes sure that the clients we see are severe about their case. Our company believe that most respectable employment lawyers charge for an initial assessment. In our opinion, work attorneys who do not charge for an initial seek advice from are typically not great.

The Law Office of Rob Wiley, P.C. represents workers in a range of conflicts 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 the majority of our cases are individual cases, we also represent workers in class or collective actions and intricate lawsuits.

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 an attorney before suing with any federal government agency such as the Equal Job Opportunity Commission (EEOC). We routinely represent staff members before government companies 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 happens when a staff member experiences extreme or prevalent harassment. For example, a manager who sexually bothers a subordinate can create an unlawful hostile work environment. Similarly, usage of the “n-word,” taunting a disabled staff member, or demeaning a worker’s faiths might create a hostile work environment.

It is prohibited 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, overdue overtime, or union organizing. Retaliatory acts consist of termination, failure to promote, or pay cuts. Retaliation can likewise consist of harassment or bullying created to discourage other workers from making problems or taking action versus the employer. Employees who are aware of financial or federal government scams may have special whistleblower securities. Our law office represents whistleblowers in proceedings before the SEC, FINRA, and OSHA. We likewise represent whistleblowers in federal court actions worrying grant scams, Medicare/Medicaid fraud, and defense contracting scams.

Every year companies in the United States underpay their workers by billions of dollars. Most American workers are eligible 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 hourly rate. Sweating off the clock, consisting of over lunch or after hours, is almost always illegal. Only certain high-level supervisors, administrators, and specialists may be paid a wage in lieu of . The exceptions are scarce.

While lots of workers are considered tipped workers and are paid $2.13 per hour, overall compensation should be at least $7.25 per hour, including ideas. Additionally, companies must pay tipped employees $5.12 rather 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 suggestions with kitchen personnel, janitors, or management.

Employees who receive household and medical leave are entitled to up to twelve weeks of leave. Leave can be for the care of a partner, parent, or kid. Employees can likewise take personal medical leave for their own severe medical condition. Importantly, leave can be taken in blocks or on a periodic, as required basis. Employers can not strike back against employees who are looking for leave, have taken leave, or are returning from leave. After taking leave, referall.us an employee needs to be gone back to the very same or an equivalent position.

Under the Americans with Disabilities Act (“ADA”) a company should offer a handicapped staff member with sensible accommodations. if it would enable the staff member to carry out the vital functions of the job. Reasonable lodgings could include, modifying work schedules, short term leave, working from home, or adjusting job responsibilities.

The due date to submit an employment claim can be exceptionally short. If you are experiencing problems in your work environment or have actually been fired, contact our workplace immediately.