Dallas Employment Lawyers

Rob Wiley, P.C. is a Dallas law practice representing workers in lawsuits versus companies. Typical cases include employment discrimination, retaliation, unpaid or mispaid salaries, and failure to supply benefits like medical leave or sensible accommodation. We have actually been representing workers because 2000 and have actually assisted countless Dallas workers.

Our workplace is staffed by six attorneys focused solely on employment law. We office out of a restored Victorian estate initially integrated in 1910. We are located in the State-Thomas location of Uptown Dallas.

If you are trying to find an employment legal representative to represent you in a legal conflict, please call us.

Having practiced employment law for more than a years, Rob Wiley understands it can be hard to discover a qualified work legal representative in Texas. The majority of our clients have actually never needed to work with a legal representative before. We recommend you ask these 10 questions to find the best employment lawyer for you:

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

Do you typically represent employees or organizations? More than 99% of our clients are workers. Our Dallas work attorneys aggressively argue for implementing and broadening employee rights. Because we do not represent companies, we are not interested in losing business clients by passionately fighting for 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 accredited Rob Wiley as an Expert in Labor and Employment Law.

Does your law office 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 company staff member several lawyers that can help with my case? We are a real law office that works together as a group.

What do other work legal representatives think of you? Rob Wiley, employment Dallas employment lawyer, 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 been called a Texas Super Lawyer by Thompson Reuters every year given that 2014, named a Super Lawyers Rising Star from 2012-2013, and has been invited to speak at various legal representative training conferences throughout the United States and worldwide.

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

Will you satisfy with me in person for the preliminary consultation? Yes. We highly advocate for in person conferences. Most employment cases are complicated. Our Dallas employment legal representatives wish to consult with you face to face to have a significant conversation about your case.

Will I satisfy a real attorney for my initial consultation? Yes. Unlike numerous law companies, we do not utilize paralegals or non-lawyer staff for preliminary consultations.

Do you charge a preliminary assessment fee? If not, why not? Yes, we charge an assessment cost. By charging a seek advice from charge, we drastically minimize the number of initial assessments. This permits us to have an attorney present at every initial consultation. It likewise makes sure that the clients we see are major about their case. We believe that most trusted employment attorneys charge for a preliminary consultation. In our opinion, work lawyers who do not charge for a preliminary consult are usually not extremely great.

The Law Office of Rob Wiley, P.C. represents employees in a range of conflicts with their companies. A lot 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 individual cases, we likewise represent workers in class or cumulative actions and intricate lawsuits.

Discrimination is restricted 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 employment federal laws. In our experience, it is essential to employ a lawyer before submitting a claim with any federal government firm such as the Equal Employment Opportunity Commission (EEOC). We frequently represent employees before federal government agencies and in court.

It is prohibited for a company to allow a hostile workplace under numerous state and federal laws. Generally, a hostile workplace happens when an employee experiences severe or pervasive harassment. For example, a supervisor who sexually bothers a subordinate can produce an unlawful hostile work environment. Similarly, use of the “n-word,” ridiculing a disabled staff member, or demeaning a worker’s spiritual beliefs might create a hostile workplace.

It is illegal for an employer to retaliate against an employee for exercising work environment rights. This can consist of retaliation for grumbling about discrimination, harassment, workplace safety, unsettled overtime, or union arranging. Retaliatory acts consist of termination, failure to promote, or pay cuts. Retaliation can likewise include harassment or bullying created to deter other employees from making complaints or taking action against the employer. Employees who understand monetary or government scams might have unique whistleblower protections. Our law workplace represents whistleblowers in proceedings 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 workers by billions of dollars. Most American employees are qualified to be paid (1) minimum wage which is presently $7.25 per hour, and (2) overtimes wages of one-and-one-half times their regular per hour rate. Working off the clock, employment including over lunch or after hours, is usually unlawful. Only particular top-level supervisors, administrators, and experts may be paid a salary in lieu of overtime. The exceptions are scarce.

While numerous staff members are thought about tipped staff members and are paid $2.13 per hour, overall settlement needs to be at least $7.25 per hour, including pointers. Additionally, employers should pay tipped staff members $5.12 instead of $2.13 or $3.20 when working overtime. It is prohibited for a restaurant to require tipped workers to pay breakage costs, walked tabs, or share ideas with kitchen area personnel, janitors, or management.

Employees who get approved for household and medical leave are entitled to as much as twelve weeks of leave. Leave can be for the care of a spouse, moms and dad, or kid. Employees can likewise take personal medical leave for their own severe medical condition. Importantly, leave can be taken in blocks or on a periodic, as needed basis. Employers can not strike back against employees who are seeking leave, employment have departed, or are returning from leave. After departing, an employee needs to be returned to the very same or a comparable position.

Under the Americans with Disabilities Act (“ADA”) a company need to supply a disabled employee with affordable accommodations. if it would enable the staff member to carry out the necessary functions of the task. Reasonable accommodations could consist of, modifying work schedules, employment brief term leave, working from home, or changing job duties.

The deadline to submit an employment claim can be incredibly brief. If you are experiencing issues in your office or have actually been fired, contact our office immediately.