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, unsettled or mispaid salaries, and employment failure to supply advantages like medical leave or affordable accommodation. We have been representing workers because 2000 and have helped countless Dallas workers.

Our office is staffed by six lawyers focused entirely on work law. We office out of a brought back Victorian mansion originally developed in 1910. We lie in the State-Thomas location of Uptown Dallas.

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

Having practiced work law for more than a decade, Rob Wiley understands it can be tough to find a qualified work lawyer in Texas. Most of our customers have actually never ever had to hire a legal representative before. We suggest you ask these ten questions to discover the best employment lawyer for you:

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

Do you typically represent employees or services? More than 99% of our customers are staff members. Our Dallas work lawyers aggressively argue for implementing and broadening employee rights. Because we do not represent companies, we are not concerned with losing business clients by passionately defending 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 accredited Rob Wiley as a Professional in Labor and Employment Law.

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

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

What do other employment attorneys consider you? Rob Wiley, Dallas work lawyer, has an excellent 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 actually been called a Texas Super Lawyer by Thompson Reuters every year since 2014, named 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 attorney disciplinary history at www.texasbar.com.

Will you meet with me face-to-face for the initial assessment? Yes. We highly advocate for in person meetings. Most employment cases are complicated. Our Dallas work lawyers want to meet you face to face to have a significant conversation about your case.

Will I meet a real lawyer for employment my initial assessment? Yes. Unlike numerous law office, we do not use paralegals or non-lawyer personnel for initial consultations.

Do you charge an initial consultation charge? If not, why not? Yes, we charge an assessment charge. By charging a consult charge, we significantly minimize the number of initial assessments. This enables us to have a lawyer present at every initial consultation. It likewise makes sure that the customers we see are severe about their case. Our company believe that most trusted employment attorneys charge for a preliminary assessment. In our viewpoint, work legal representatives who do not charge for an initial consult are usually not really great.

The Law Office of Rob Wiley, P.C. represents workers in a range of disputes with their employers. Much of our cases are before state and federal companies 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 specific cases, we likewise represent employees in class or cumulative actions and complex litigation.

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 crucial to employ an attorney before submitting a claim with any government firm such as the Equal Employment Opportunity Commission (EEOC). We regularly represent workers before government companies and in court.

It is unlawful for an employer to allow a hostile work environment under several state and federal laws. Generally, a hostile workplace occurs when a worker experiences severe or prevalent harassment. For example, a manager who sexually bugs a subordinate can develop an unlawful hostile workplace. Similarly, usage of the “n-word,” teasing a disabled employee, or demeaning a worker’s spiritual beliefs could develop a hostile workplace.

It is illegal for an employer to strike back versus a staff member for working out work environment rights. This can include retaliation for grumbling about discrimination, harassment, work environment safety, unsettled overtime, or union arranging. Retaliatory acts include termination, failure to promote, or pay cuts. Retaliation can likewise consist of harassment or bullying created to deter other workers from making problems or acting versus the employer. Employees who know monetary or government fraud may have special whistleblower defenses. 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 fraud.

Every year employers 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 wages of one-and-one-half times their routine per hour rate. Working off the clock, consisting of over lunch or after hours, is often prohibited. Only particular top-level managers, administrators, and experts might be paid an income in lieu of overtime. The exceptions are rare.

While many staff members are considered tipped employees and are paid $2.13 per hour, total compensation should be at least $7.25 per hour, including pointers. Additionally, companies need to pay tipped staff members $5.12 instead of $2.13 or $3.20 when working overtime. It is illegal for a restaurant to require tipped employees to pay breakage costs, employment strolled tabs, or share suggestions with kitchen area 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 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 against employees who are looking for leave, employment have taken leave, or are returning from leave. After departing, a staff member should be gone back to the exact same or an equivalent position.

Under the Americans with Disabilities Act (“ADA”) a company need to provide a disabled worker with sensible lodgings. if it would enable the employee to perform the essential functions of the task. Reasonable lodgings could consist of, modifying work schedules, brief term leave, working from home, or adjusting task duties.

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