Dallas Employment Lawyers

Rob Wiley, P.C. is a Dallas law practice representing employees in claims versus employers. Typical cases consist of employment discrimination, retaliation, overdue or employment mispaid earnings, and failure to offer advantages like medical leave or reasonable accommodation. We have actually been representing employees given that 2000 and have helped thousands of Dallas employees.

Our workplace is staffed by six attorneys focused exclusively on work law. We workplace out of a restored Victorian estate initially built in 1910. We lie in the State-Thomas location of Uptown Dallas.

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

Having practiced work law for more than a decade, employment Rob Wiley understands it can be tough to find a qualified work legal representative in Texas. The majority of our clients have actually never needed to hire a legal representative before. We suggest you ask these 10 concerns to discover the very best employment attorney for you:

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


Do you usually represent workers or companies? 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 employers, we are not worried about losing company clients by passionately fighting for 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 actually licensed Rob Wiley as a Professional in Labor and Employment Law.


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


Are you a solo professional or does your member numerous lawyers that can assist with my case? We are a real law firm that interacts as a team.


What do other work attorneys consider you? Rob Wiley, Dallas work attorney, has an outstanding reputation. 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 called a Texas Super Lawyer by Thompson Reuters every year considering that 2014, named a Super Lawyers Rising Star from 2012-2013, and has actually been welcomed 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 verify attorney disciplinary history at www.texasbar.com.


Will you fulfill with me in person for the initial assessment? Yes. We strongly advocate for in person conferences. Most work cases are complicated. Our Dallas employment legal representatives desire to meet with you personally to have a significant conversation about your case.


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


Do you charge an initial consultation charge? If not, why not? Yes, we charge a consultation cost. By charging a consult charge, we significantly reduce the variety of initial assessments. This enables us to have an attorney present at every initial consultation. It likewise guarantees that the customers we see are severe about their case. Our company believe that the majority of trustworthy work attorneys charge for an initial assessment. In our opinion, employment lawyers who do not charge for an initial consult are generally not extremely good.


The Law Office of Rob Wiley, P.C. represents workers in a variety of disagreements with their employers. Many 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 collective actions and intricate lawsuits.

Discrimination is prohibited under Title VII of the Civil Liberty Act of 1964, employment 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 essential to hire a lawyer before suing with any government firm such as the Equal Employment Opportunity Commission (EEOC). We regularly represent employees before government companies and in court.

It is unlawful for employment a company to allow a hostile work environment under numerous state and federal laws. Generally, a hostile work environment occurs when a staff member experiences extreme or pervasive harassment. For instance, a manager who sexually bothers a subordinate can develop an illegal hostile workplace. Similarly, use of the "n-word," teasing a handicapped staff member, or demeaning an employee's spiritual beliefs might create a hostile work environment.

It is unlawful for an employer to retaliate against a staff member for exercising work environment rights. This can include retaliation for complaining about discrimination, harassment, office safety, overdue overtime, or union arranging. Retaliatory acts include termination, failure to promote, or pay cuts. Retaliation can also consist of harassment or bullying designed to discourage other staff members from making complaints or acting versus the company. Employees who know monetary or federal government fraud may have unique whistleblower protections. Our law office represents whistleblowers in proceedings before the SEC, FINRA, employment and OSHA. We also represent whistleblowers in federal court actions worrying grant fraud, Medicare/Medicaid fraud, employment and defense contracting fraud.

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

While many employees are thought about tipped staff members and are paid $2.13 per hour, overall compensation should be at least $7.25 per hour, including suggestions. Additionally, employers need to pay tipped workers $5.12 instead of $2.13 or $3.20 when working overtime. It is illegal for a restaurant to require tipped staff members to pay damage charges, strolled tabs, or share pointers with kitchen area personnel, janitors, or management.

Employees who receive family and medical leave are entitled to approximately twelve weeks of leave. Leave can be for the care of a spouse, parent, or child. Employees can also take personal medical leave for their own major medical condition. Importantly, leave can be taken in blocks or on a periodic, as required basis. Employers can not strike back against employees who are looking for leave, have taken leave, or are returning from leave. After taking leave, a staff member must be gone back to the same or an equivalent position.

Under the Americans with Disabilities Act ("ADA") a company should supply a handicapped worker with affordable lodgings. if it would permit the worker to carry out the necessary functions of the job. Reasonable accommodations could consist of, customizing work schedules, short term leave, working from home, or changing task duties.

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