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Dallas Employment Lawyers

Rob Wiley, P.C. is a Dallas law practice representing employees in suits against companies. Typical cases consist of work discrimination, retaliation, overdue or mispaid wages, and failure to supply benefits like medical leave or employment affordable lodging. We have been representing staff members considering that 2000 and have helped countless Dallas employees.

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

If you are looking for a work lawyer to represent you in a legal conflict, please contact us.

Having practiced employment law for more than a years, Rob Wiley knows it can be hard to find a qualified work legal representative in Texas. Most of our clients have never had to work with an attorney before. We recommend you ask these 10 concerns to find the very best employment attorney for you:

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

Do you normally represent employees or businesses? More than 99% of our clients are employees. Our Dallas employment lawyers aggressively argue for employment imposing and broadening worker rights. Because we do not represent companies, we are not interested in losing company clients by passionately defending 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 accredited Rob Wiley as a Specialist in Labor and Employment Law.

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

Are you a solo professional or does your company employee a number of lawyers that can help with my case? We are a genuine law office that interacts as a team.

What do other employment attorneys think about 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 previous 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 welcomed to speak at numerous lawyer training conferences throughout 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 satisfy with me face-to-face for the preliminary assessment? Yes. We highly promote for in person conferences. Most work cases are complex. Our Dallas employment attorneys want to meet you in individual to have a meaningful conversation about your case.

Will I fulfill an actual lawyer for my preliminary assessment? Yes. Unlike lots of law companies, we do not use paralegals or non-lawyer staff for preliminary consultations.

Do you charge a preliminary assessment charge? If not, why not? Yes, we charge an assessment cost. By charging a speak with fee, we considerably minimize the variety of preliminary consultations. This allows us to have a lawyer present at every preliminary assessment. It likewise makes sure that the clients we see are serious about their case. We believe that the majority of credible work lawyers charge for employment a preliminary consultation. In our viewpoint, employment lawyers who do not charge for an initial seek advice from are generally not very great.

The Law Office of Rob Wiley, P.C. represents employees in a variety of disagreements with their employers. 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 many of our cases are private cases, we also represent employees in class or collective actions and intricate 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 employment federal laws. In our experience, it is crucial to work with an attorney before submitting a claim with any government company such as the Equal Employment Opportunity Commission (EEOC). We frequently represent staff members before federal government firms and in court.

It is illegal for a company to permit a hostile workplace under a number of state and federal laws. Generally, a hostile work environment happens when a worker experiences severe or prevalent harassment. For example, a manager who sexually bothers a subordinate can develop an illegal hostile workplace. Similarly, usage of the “n-word,” teasing a disabled employee, or demeaning a worker’s spiritual beliefs could produce a hostile workplace.

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

Every year companies in the United States underpay their staff members by of dollars. Most American employees are qualified to be paid (1) minimum wage which is presently $7.25 per hour, and (2) overtimes incomes of one-and-one-half times their routine hourly rate. Sweating off the clock, including over lunch or after hours, is practically constantly unlawful. Only specific top-level managers, administrators, and professionals may be paid a wage in lieu of overtime. The exceptions are rare.

While many staff members are thought about tipped staff members and are paid $2.13 per hour, total settlement should be at least $7.25 per hour, consisting of ideas. Additionally, employers should pay tipped workers $5.12 rather of $2.13 or $3.20 when working overtime. It is prohibited for a dining establishment to require tipped employees to pay damage costs, strolled tabs, or share pointers with cooking area 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 spouse, parent, or kid. Employees can also take individual medical leave for employment their own serious medical condition. Importantly, leave can be taken in blocks or on an intermittent, as needed basis. Employers can not retaliate versus workers who are looking for leave, have actually departed, employment or are returning from leave. After taking leave, a staff member must be returned to the exact same or an equivalent position.

Under the Americans with Disabilities Act (“ADA”) an employer need to provide a disabled staff member with sensible accommodations. if it would enable the worker to perform the essential functions of the task. Reasonable accommodations could include, modifying work schedules, short-term leave, working from home, or changing task responsibilities.

The due date to file a work claim can be extremely short. If you are experiencing problems in your office or have been fired, contact our office immediately.