Dallas Employment Lawyers

Rob Wiley, P.C. is a practice representing workers in lawsuits against companies. Typical cases consist of work discrimination, retaliation, overdue or mispaid incomes, employment and failure to offer advantages like medical leave or sensible accommodation. We have been representing workers since 2000 and have assisted thousands of Dallas workers.

Our office is staffed by six lawyers focused entirely on employment law. We workplace out of a restored Victorian mansion originally built in 1910. We are located in the State-Thomas area of Uptown Dallas.

If you are trying to find a work lawyer to represent you in a legal disagreement, please call us.

Having practiced employment law for more than a years, Rob Wiley knows it can be hard to find a qualified employment lawyer in Texas. The majority of our customers have actually never ever had to hire an attorney before. We advise you ask these 10 concerns to discover the best employment lawyer for you:

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

Do you usually represent workers or businesses? More than 99% of our clients are workers. Our Dallas employment attorneys aggressively argue for implementing and expanding worker rights. Because we do not represent companies, we are not worried about losing company customers 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 certified Rob Wiley as a Professional in Labor and Employment Law.

Does your law office have the needed resources to handle my case? Yes. With seven devoted full-time attorneys in Dallas, we have the resources to manage most cases.

Are you a solo practitioner or does your company employee a number of attorneys that can assist with my case? We are a genuine law practice that collaborates as a team.

What do other employment lawyers believe about you? Rob Wiley, Dallas employment legal representative, has an excellent 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 considering that 2014, called a Super Lawyers Rising Star from 2012-2013, and has actually been invited to speak at numerous legal representative training conferences throughout the United States and internationally.

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

Will you meet me in person for the initial consultation? Yes. We strongly advocate for face-to-face conferences. Most employment cases are complex. Our Dallas work attorneys want to consult with you personally to have a meaningful discussion about your case.

Will I satisfy an actual attorney for my preliminary consultation? Yes. Unlike many law practice, we do not use paralegals or non-lawyer staff for initial assessments.

Do you charge an initial assessment fee? If not, why not? Yes, we charge a consultation charge. By charging a consult charge, we drastically decrease the number of initial assessments. This enables us to have a lawyer present at every initial assessment. It also makes sure that the customers we see are serious about their case. We think that most trustworthy employment lawyers charge for an initial assessment. In our opinion, employment employment legal representatives who do not charge for a preliminary seek advice from are generally not excellent.

The Law Office of Rob Wiley, P.C. represents workers in a range of disagreements with their companies. A lot of our cases are before state and federal companies like the EEOC, the Department of Labor, employment 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 workers in class or collective actions and employment complex lawsuits.

Discrimination is forbidden 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 hire a lawyer before submitting a claim with any government firm such as the Equal Employment Opportunity Commission (EEOC). We frequently represent workers before federal government agencies and in court.

It is unlawful for a company to permit a hostile work environment under a number of state and federal laws. Generally, a hostile work environment happens when a worker experiences serious or pervasive harassment. For instance, a manager who sexually bugs a subordinate can develop an unlawful hostile workplace. Similarly, use of the “n-word,” ridiculing a disabled worker, or demeaning an employee’s spiritual beliefs could develop a hostile work environment.

It is prohibited for an employer to retaliate versus a staff member for exercising office rights. This can consist of retaliation for grumbling about discrimination, harassment, workplace security, unsettled overtime, or union organizing. Retaliatory acts consist of termination, failure to promote, or pay cuts. Retaliation can also include harassment or bullying created to deter other employees from making grievances or doing something about it against the employer. Employees who know monetary or federal government fraud 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 staff members by billions of dollars. Most American workers are eligible to be paid (1) base pay which is currently $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 generally unlawful. Only specific high-level supervisors, administrators, and experts may be paid a salary in lieu of overtime. The exceptions are rare.

While numerous staff members are considered tipped staff members and are paid $2.13 per hour, overall payment should be at least $7.25 per hour, consisting of suggestions. Additionally, companies need to pay tipped workers $5.12 instead of $2.13 or $3.20 when working overtime. It is illegal for a dining establishment to need tipped workers to pay breakage charges, walked tabs, or share tips with cooking area staff, janitors, or management.

Employees who certify for household and medical leave are entitled to as much as twelve weeks of leave. Leave can be for employment the care of a spouse, moms and dad, or employment child. Employees can also take individual medical leave for their own severe medical condition. Importantly, leave can be taken in blocks or on an intermittent, as needed basis. Employers can not strike back versus staff members who are seeking leave, have actually taken leave, or are returning from leave. After taking leave, an employee must be gone back to the exact same or an equivalent position.

Under the Americans with Disabilities Act (“ADA”) an employer need to offer a disabled employee with affordable lodgings. if it would allow the employee to perform the important functions of the job. Reasonable accommodations might consist of, modifying work schedules, short term leave, working from home, or adjusting job tasks.

The due date to file an employment claim can be exceptionally brief. If you are experiencing problems in your workplace or have been fired, call our workplace immediately.