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 incomes, and failure to supply advantages like medical leave or affordable lodging. We have been representing workers given that 2000 and have assisted thousands of Dallas employees.

Our workplace is staffed by 6 lawyers focused entirely on work law. We office out of a restored Victorian mansion initially integrated in 1910. We are located in the State-Thomas area of Uptown Dallas.

If you are looking for an employment legal representative to represent you in a legal disagreement, please call us.

Having practiced employment law for more than a decade, Rob Wiley knows it can be challenging to discover a certified work lawyer in Texas. Most of our clients have actually never had to work with an attorney before. We recommend you ask these ten questions to discover the best employment lawyer for you:

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

Do you typically represent workers or organizations? More than 99% of our customers are workers. Our Dallas work attorneys aggressively argue for implementing and expanding worker rights. Because we do not represent companies, we are not interested in losing service clients by passionately defending workers.

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 accredited Rob Wiley as a Specialist in Labor and Employment Law.

Does your law firm have the essential resources to handle my case? Yes. With seven dedicated full-time lawyers in Dallas, we have the resources to manage most cases.

Are you a solo practitioner or does your firm worker several lawyers that can assist with my case? We are a genuine law office that interacts as a group.

What do other employment attorneys think about you? Rob Wiley, Dallas employment attorney, has an excellent reputation. 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 considering that 2014, named a Super Lawyers Rising Star from 2012-2013, and employment has been invited to speak at various attorney training conferences throughout the United States and internationally.

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

Will you consult with me face-to-face for the initial assessment? Yes. We strongly advocate for face-to-face meetings. Most work cases are intricate. Our Dallas employment lawyers want to satisfy with you personally to have a significant discussion about your case.

Will I fulfill an actual lawyer for my initial consultation? Yes. Unlike many law office, we do not utilize paralegals or non-lawyer personnel for initial consultations.

Do you charge a preliminary consultation cost? If not, why not? Yes, we charge an assessment cost. By charging a speak with cost, we drastically minimize the variety of initial consultations. This permits us to have a lawyer present at every initial assessment. It also guarantees that the customers we see are serious about their case. We think that the majority of respectable work attorneys charge for an initial assessment. In our viewpoint, work attorneys who do not charge for a preliminary seek advice from are normally not excellent.

The Law Office of Rob Wiley, P.C. represents staff members in a range of disagreements with their employers. 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 filed in state or federal court. Although the majority of our cases are individual cases, we also represent workers in class or collective actions and complex lawsuits.

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 employment federal laws. In our experience, it is necessary to hire an attorney before filing a claim with any federal government firm such as the Equal Job Opportunity Commission (EEOC). We routinely represent employees before federal government companies and in court.

It is unlawful for an employer to permit a hostile workplace under several state and federal laws. Generally, a hostile workplace happens when an employee experiences severe or pervasive harassment. For employment example, a supervisor who sexually bugs a subordinate can create an illegal hostile work environment. Similarly, usage of the “n-word,” taunting a disabled employee, or demeaning a worker’s religions might develop a hostile workplace.

It is prohibited for an employer to retaliate versus a worker for working out office rights. This can include retaliation for complaining about discrimination, harassment, office safety, unpaid overtime, or union organizing. Retaliatory acts include termination, failure to promote, or pay cuts. Retaliation can also consist of harassment or bullying created to deter other employees from making problems or acting against the employer. Employees who know monetary or federal government scams may have unique whistleblower defenses. Our represents whistleblowers in procedures before the SEC, FINRA, employment and OSHA. We also represent whistleblowers in federal court actions concerning grant fraud, Medicare/Medicaid scams, and defense contracting fraud.

Every year employers in the United States underpay their staff members by billions of dollars. Most American employees are eligible to be paid (1) minimum wage which is currently $7.25 per hour, and (2) overtimes earnings of one-and-one-half times their routine hourly rate. Sweating off the clock, consisting of over lunch or after hours, is generally prohibited. Only specific top-level managers, administrators, and professionals might be paid a wage in lieu of overtime. The exceptions are scarce.

While numerous staff members are considered tipped staff members and are paid $2.13 per hour, total compensation needs to be at least $7.25 per hour, including ideas. Additionally, companies must pay tipped employees $5.12 instead of $2.13 or employment $3.20 when working overtime. It is prohibited for a dining establishment to need tipped workers to pay damage fees, walked tabs, or share ideas with kitchen area staff, janitors, or management.

Employees who get approved for family and medical leave are entitled to approximately twelve weeks of leave. Leave can be for the care of a partner, parent, or kid. Employees can also take individual medical leave for employment their own severe medical condition. Importantly, leave can be taken in blocks or on a periodic, as required basis. Employers can not strike back versus staff members who are seeking leave, have actually departed, or are returning from leave. After departing, a worker needs to be returned to the very same or a comparable position.

Under the Americans with Disabilities Act (“ADA”) a company should offer a handicapped staff member with sensible accommodations. if it would allow the employee to carry out the necessary functions of the task. Reasonable accommodations might include, customizing work schedules, short term leave, employment working from home, or changing task responsibilities.

The due date to submit a work claim can be extremely brief. If you are experiencing issues in your work environment or have been fired, contact our workplace instantly.