Dallas Employment Lawyers

Rob Wiley, P.C. is a Dallas law office representing employees in suits against companies. Typical cases consist of work discrimination, retaliation, overdue or mispaid salaries, and failure to supply benefits like medical leave or reasonable accommodation. We have been representing staff members because 2000 and have actually helped thousands of Dallas employees.

Our office is staffed by six lawyers focused exclusively on work law. We workplace out of a restored Victorian estate originally integrated in 1910. We lie in the State-Thomas location of Uptown Dallas.

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

Having practiced work law for more than a decade, Rob Wiley knows it can be tough to discover a certified employment legal representative in Texas. Most of our customers have never needed to hire 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 committed to employment law?The Law Office of Rob Wiley, P.C. commits practically all of our practice to work law.

Do you normally represent workers or organizations? More than 99% of our clients are staff members. Our Dallas work lawyers aggressively argue for imposing and broadening worker rights. Because we do not represent companies, we are not interested in losing service customers by passionately fighting for workers.

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 firm have the essential resources to manage 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 several attorneys that can help with my case? We are a genuine law office that interacts as a team.

What do other employment legal representatives consider you? Rob Wiley, Dallas employment lawyer, has an exceptional credibility. Mr. Wiley is an elected member of the Dallas Bar Association’s Employment Law Council, is the past president of the Dallas-Fort Worth Employment Lawyers Association, has been named a Texas Super Lawyer by Thompson Reuters every year since 2014, named a Super Lawyers Rising Star from 2012-2013, and has been invited to speak at different lawyer training conferences throughout the United States and worldwide.

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

Will you meet me in person for the initial consultation? Yes. We highly advocate for face-to-face conferences. Most work cases are intricate. Our Dallas work legal representatives wish to consult with you face to face to have a significant discussion about your case.

Will I satisfy a real lawyer for employment my initial consultation? Yes. Unlike lots of law companies, we do not use paralegals or non-lawyer staff for preliminary consultations.

Do you charge a preliminary consultation cost? If not, why not? Yes, we charge a consultation charge. By charging a seek advice from charge, we significantly reduce the variety of initial assessments. This permits us to have a lawyer present at every preliminary assessment. It also guarantees that the clients we see are serious about their case. We think that many credible work lawyers charge for an initial consultation. In our opinion, employment lawyers who do not charge for a preliminary speak with are usually not great.

The Law Office of Rob Wiley, P.C. represents employees 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 private cases, employment we also represent employees in class or cumulative actions and complicated litigation.

Discrimination is prohibited under Title VII of the Civil Liberty Act of 1964, employment 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 an attorney before suing with any government agency such as the Equal Job Opportunity Commission (EEOC). We routinely represent employees before federal government companies and in court.

It is illegal for a company to permit a hostile workplace under numerous state and federal laws. Generally, a hostile workplace happens when a worker experiences extreme or pervasive harassment. For instance, a manager who sexually pesters a subordinate can develop an illegal hostile workplace. Similarly, use of the “n-word,” taunting a handicapped staff member, or demeaning a worker’s religious beliefs could develop a hostile workplace.

It is illegal for an employer to strike back versus a worker for working out office rights. This can consist of retaliation for grumbling about discrimination, harassment, work environment security, overdue overtime, or union arranging. Retaliatory acts consist of termination, failure to promote, or pay cuts. Retaliation can also consist of harassment or bullying developed to deter other staff members from making problems or taking action versus the employer. Employees who know monetary or government fraud 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 concerning grant fraud, Medicare/Medicaid fraud, and defense contracting scams.

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 illegal. Only specific top-level supervisors, administrators, and experts may be paid an income in lieu of overtime. The exceptions are scarce.

While many workers are thought about tipped employees and are paid $2.13 per hour, overall compensation must be at least $7.25 per hour, including pointers. Additionally, companies must pay tipped staff members $5.12 rather of $2.13 or employment $3.20 when working overtime. It is prohibited for a restaurant to require tipped workers to pay breakage fees, walked tabs, or share tips with kitchen 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 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 an intermittent, as required basis. Employers can not strike back versus employees who are seeking leave, have departed, or are returning from leave. After departing, an employee needs to be returned to the exact same or a comparable position.

Under the Americans with Disabilities Act (“ADA”) a company should provide a handicapped worker with sensible lodgings. if it would allow the staff member to perform the important functions of the job. Reasonable accommodations could consist of, customizing work schedules, short term leave, working from home, or adjusting job responsibilities.

The deadline to file a work claim can be exceptionally short. If you are problems in your work environment or have been fired, call our office right away.