Dallas Employment Lawyers

Rob Wiley, P.C. is a Dallas law company representing workers in claims against employers. Typical cases include employment discrimination, retaliation, overdue or mispaid wages, and failure to supply benefits like medical leave or sensible lodging. We have been representing workers considering that 2000 and have actually helped countless Dallas employees.

Our workplace is staffed by 6 attorneys focused exclusively on employment law. We workplace out of a restored Victorian mansion originally integrated in 1910. We are located 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 difficult to find a certified work legal representative in Texas. Most of our clients have actually never ever needed to hire a lawyer before. We recommend you ask these ten questions to discover the finest employment lawyer for you:

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

Do you usually represent employees or companies? More than 99% of our customers are staff members. Our Dallas work lawyers strongly argue for imposing and expanding worker rights. Because we do not represent companies, we are not worried with losing business clients by passionately combating for employees.

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

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

Are you a solo professional or does your firm employee a number of attorneys that can help with my case? We are a real law office that works together as a group.

What do other work lawyers think of you? Rob Wiley, Dallas employment legal representative, has an excellent credibility. 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 been named a Texas Super Lawyer by Thompson Reuters every year since 2014, called a Super Lawyers Rising Star from 2012-2013, and has been welcomed to speak at various lawyer training conferences across 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 preliminary assessment? Yes. We highly advocate for in person meetings. Most work cases are intricate. Our Dallas employment lawyers wish to meet you face to face to have a significant conversation about your case.

Will I satisfy a real attorney for my preliminary consultation? Yes. Unlike numerous law practice, we do not utilize paralegals or non-lawyer personnel for preliminary assessments.

Do you charge a preliminary consultation fee? If not, why not? Yes, we charge a consultation cost. By charging a consult fee, we considerably minimize the number of preliminary assessments. This enables us to have a lawyer present at every initial consultation. It likewise ensures that the clients we see are severe about their case. We believe that most credible employment lawyers charge for a preliminary assessment. In our opinion, work attorneys who do not charge for an initial consult are generally not very great.

The Law Office of Rob Wiley, P.C. represents workers in a variety of conflicts 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 many of our cases are private cases, we likewise represent employees in class or collective actions and intricate lawsuits.

Discrimination is forbidden 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 necessary to hire an attorney before suing with any government agency such as the Equal Employment Opportunity Commission (EEOC). We frequently represent staff members before federal government firms and in court.

It is prohibited for a company to allow a hostile work environment under numerous state and federal laws. Generally, a hostile work environment happens when an employee experiences extreme or prevalent harassment. For example, a manager who sexually bugs a subordinate can develop an unlawful hostile work environment. Similarly, use of the «n-word,» teasing a disabled employee, or demeaning a staff member’s faiths could produce a hostile work environment.

It is prohibited for an employer to strike back versus a staff member for exercising office rights. This can include retaliation for complaining about discrimination, harassment, workplace safety, unpaid overtime, or union arranging. Retaliatory acts include termination, failure to promote, or pay cuts. Retaliation can likewise include harassment or bullying designed to dissuade other staff members from making problems or doing something about it versus the employer. Employees who are mindful of monetary or federal government fraud may have unique whistleblower securities. Our law office represents whistleblowers in procedures before the SEC, FINRA, and OSHA. We also represent whistleblowers in federal court actions concerning grant scams, Medicare/Medicaid fraud, and referall.us defense contracting scams.

Every year companies in the United States underpay their staff members 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 regular per hour rate. Working off the clock, including over lunch or after hours, is usually illegal. Only particular top-level managers, administrators, and professionals may be paid a wage in lieu of overtime. The exceptions are rare.

While numerous workers are considered tipped workers and are paid $2.13 per hour, overall payment needs to be at least $7.25 per hour, consisting of tips. Additionally, companies must pay tipped workers $5.12 rather of $2.13 or $3.20 when working overtime. It is unlawful for a dining establishment to require tipped employees to pay breakage costs, walked tabs, or share pointers with cooking area personnel, janitors, or management.

Employees who get approved for household and medical leave are entitled to approximately twelve weeks of leave. Leave can be for the care of a spouse, parent, or kid. 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 who are seeking leave, have departed, somalibidders.com or are returning from leave. After taking leave, an employee should be returned to the exact same or an equivalent position.

Under the Americans with Disabilities Act («ADA») an employer need to supply a disabled worker with reasonable accommodations. if it would enable the staff member to carry out the vital functions of the job. Reasonable lodgings might consist of, modifying 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 experiencing problems in your work environment or have been fired, contact our office immediately.