Dallas Employment Lawyers

Rob Wiley, P.C. is a Dallas law firm representing workers in suits versus employers. Typical cases consist of work discrimination, employment retaliation, overdue or mispaid wages, and employment failure to offer advantages like medical leave or affordable lodging. We have been representing employees because 2000 and have helped thousands of Dallas workers.

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

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

Having practiced employment law for more than a decade, Rob Wiley knows it can be difficult to find a qualified employment legal representative in Texas. Most of our clients have never had to employ a lawyer before. We advise you ask these ten questions to discover the very best employment attorney for you:

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

Do you generally represent workers or companies? More than 99% of our clients are employees. Our Dallas work lawyers strongly argue for imposing and broadening worker rights. Because we do not represent companies, we are not interested in losing service 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 Professional in Labor and Employment Law.

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

Are you a solo professional or does your firm employee several lawyers that can assist with my case? We are a real law practice that collaborates as a team.

What do other work attorneys think about you? Rob Wiley, Dallas work lawyer, has an outstanding track record. Mr. Wiley is an elected 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 considering that 2014, named a Super Lawyers Rising Star from 2012-2013, and has been invited to speak at different attorney training conferences across the United States and globally.

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

Will you meet me in person for the preliminary consultation? Yes. We highly advocate for in person conferences. Most work cases are intricate. Our Dallas work attorneys desire to meet you personally to have a meaningful discussion about your case.

Will I fulfill a real attorney for my preliminary consultation? Yes. Unlike many law firms, we do not utilize paralegals or non-lawyer personnel for initial assessments.

Do you charge an fee? If not, why not? Yes, we charge a consultation fee. By charging a consult charge, we significantly reduce the number of initial consultations. This allows us to have an attorney present at every initial consultation. It also ensures that the customers we see are major about their case. Our company believe that many credible work attorneys charge for a preliminary assessment. In our viewpoint, employment lawyers who do not charge for employment an initial speak with are generally not great.

The Law Office of Rob Wiley, P.C. represents employees in a variety of disputes with their employers. A number 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 private cases, we also represent employees in class or cumulative actions and complex litigation.

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 federal laws. In our experience, it is necessary to employ an attorney before suing with any federal government agency such as the Equal Employment Opportunity Commission (EEOC). We frequently represent employees before government agencies and in court.

It is unlawful for employment an employer to allow a hostile workplace under numerous state and federal laws. Generally, a hostile work environment happens when a staff member experiences severe or pervasive harassment. For instance, a supervisor who sexually pesters a subordinate can create an illegal hostile workplace. Similarly, use of the “n-word,” ridiculing a disabled worker, or demeaning a worker’s faiths could create a hostile work environment.

It is unlawful for a company to strike back versus a worker for working out work environment rights. This can include retaliation for grumbling about discrimination, harassment, office security, overdue overtime, or union organizing. Retaliatory acts include termination, failure to promote, or pay cuts. Retaliation can also include harassment or employment bullying created to dissuade other workers from making problems or doing something about it versus the employer. Employees who are mindful of financial or government scams might have special whistleblower defenses. Our law office represents whistleblowers in procedures before the SEC, FINRA, and OSHA. We also represent whistleblowers in federal court actions concerning grant fraud, Medicare/Medicaid scams, and defense contracting scams.

Every year employers in the United States underpay their workers by billions of dollars. Most American workers are eligible 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. Sweating off the clock, including over lunch or after hours, is almost constantly prohibited. Only certain top-level supervisors, employment administrators, and professionals might be paid an income in lieu of overtime. The exceptions are rare.

While numerous workers are considered tipped staff members and are paid $2.13 per hour, overall payment needs to be at least $7.25 per hour, consisting of tips. Additionally, employers must pay tipped employees $5.12 instead of $2.13 or $3.20 when working overtime. It is illegal for a dining establishment to need tipped staff members to pay damage fees, walked tabs, or share pointers with kitchen staff, janitors, or management.

Employees who receive household and medical leave are entitled to up to twelve weeks of leave. Leave can be for the care of a partner, parent, 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 taken leave, or are returning from leave. After taking leave, a staff member needs to be returned to the same or an equivalent position.

Under the Americans with Disabilities Act (“ADA”) a company need to provide a disabled employee with affordable accommodations. if it would allow the employee to carry out the important functions of the job. Reasonable accommodations might consist of, customizing work schedules, short-term leave, working from home, or adjusting job duties.

The due date to file a work claim can be exceptionally brief. If you are experiencing problems in your work environment or have been fired, call our workplace right away.