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Dallas Employment Lawyers

Rob Wiley, P.C. is a Dallas law firm representing workers in lawsuits versus companies. Typical cases consist of employment discrimination, retaliation, unsettled or mispaid wages, and failure to supply advantages like medical leave or sensible accommodation. We have been representing staff members since 2000 and have assisted countless Dallas employees.

Our workplace is staffed by 6 solely on work law. We workplace out of a restored Victorian estate originally developed in 1910. We are located in the State-Thomas area of Uptown Dallas.

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

Having practiced work law for more than a decade, Rob Wiley knows it can be tough to find a qualified work lawyer in Texas. Most of our clients have actually never needed to work with a legal representative before. We recommend you ask these ten concerns to find the very best work lawyer for you:

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

Do you typically represent workers or companies? More than 99% of our customers are staff members. Our Dallas work lawyers strongly argue for implementing and expanding worker rights. Because we do not represent employers, we are not worried with losing service customers by passionately defending 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 certified Rob Wiley as a Specialist in Labor and Employment Law.

Does your law company have the essential resources to manage my case? Yes. With seven dedicated full-time lawyers in Dallas, we have the resources to handle most cases.

Are you a solo specialist or does your company staff member a number of attorneys that can help with my case? We are a genuine law office that interacts as a team.

What do other work attorneys consider you? Rob Wiley, Dallas employment attorney, has an excellent credibility. 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, called a Super Lawyers Rising Star from 2012-2013, and has actually been invited to speak at different legal representative training conferences across the United States and internationally.

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

Will you consult with me in person for the preliminary assessment? Yes. We highly advocate for in person conferences. Most work cases are complex. Our Dallas employment lawyers wish to meet with you in person to have a significant conversation about your case.

Will I satisfy an actual attorney for my initial assessment? Yes. Unlike many law office, we do not use paralegals or non-lawyer personnel for initial consultations.

Do you charge an initial consultation charge? If not, why not? Yes, we charge an assessment cost. By charging a consult fee, we drastically minimize the number of initial consultations. This permits us to have a lawyer present at every preliminary consultation. It likewise ensures that the clients we see are severe about their case. Our company believe that a lot of credible employment attorneys charge for an initial assessment. In our viewpoint, employment lawyers who do not charge for a preliminary consult are normally not great.

The Law Office of Rob Wiley, P.C. represents staff members in a range of disputes with their companies. Many 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 individual cases, we likewise represent workers in class or cumulative actions and complex lawsuits.

Discrimination is restricted 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 hire a lawyer before suing with any federal government agency such as the Equal Job Opportunity Commission (EEOC). We frequently represent employees before government companies and in court.

It is illegal for an employer to permit a hostile work environment under a number of state and federal laws. Generally, a hostile work environment occurs when a staff member experiences serious or pervasive harassment. For example, a manager who sexually bugs a subordinate can produce an illegal hostile work environment. Similarly, usage of the “n-word,” ridiculing a handicapped worker, or demeaning a staff member’s spiritual beliefs could create a hostile work environment.

It is prohibited for an employer to retaliate against a worker for working out work environment rights. This can consist of retaliation for grumbling about discrimination, harassment, office safety, unsettled overtime, or union arranging. Retaliatory acts include termination, failure to promote, or pay cuts. Retaliation can also consist of harassment or bullying created to deter other staff members from making grievances or acting versus the company. Employees who understand monetary or government scams might have unique whistleblower protections. 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 fraud, and defense contracting scams.

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

While many staff members are thought about tipped workers and are paid $2.13 per hour, overall settlement needs to be at least $7.25 per hour, including pointers. Additionally, employers should pay tipped workers $5.12 instead of $2.13 or $3.20 when working overtime. It is prohibited for a dining establishment to require tipped workers to pay breakage charges, strolled tabs, or referall.us share suggestions with cooking area staff, janitors, or management.

Employees who receive family and medical leave are entitled to as much as twelve weeks of leave. Leave can be for the care of a partner, moms and dad, or child. Employees can likewise take individual medical leave for their own serious 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 seeking leave, have actually departed, or are returning from leave. After departing, an employee must be returned to the exact same or an equivalent position.

Under the Americans with Disabilities Act (“ADA”) a company should provide a handicapped worker with affordable lodgings. if it would allow the staff member to perform the essential functions of the task. Reasonable lodgings could consist of, modifying work schedules, brief term leave, working from home, or changing task responsibilities.

The deadline to file a work claim can be extremely brief. If you are experiencing issues in your work environment or have actually been fired, contact our office right away.