Dallas Employment Lawyers

Rob Wiley, P.C. is a Dallas law office representing workers in claims versus employers. Typical cases consist of work discrimination, retaliation, overdue or mispaid salaries, and failure to provide benefits like medical leave or reasonable accommodation. We have been representing staff members given that 2000 and have actually assisted countless Dallas workers.

Our workplace is staffed by 6 attorneys focused exclusively on employment law. We workplace out of a brought back Victorian estate initially built in 1910. We lie in the State-Thomas location of Uptown Dallas.

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

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

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


Do you usually represent workers or services? More than 99% of our clients are employees. Our Dallas employment lawyers aggressively argue for implementing and expanding worker rights. Because we do not represent employers, we are not interested in losing company customers by passionately battling for staff members.


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 office have the necessary resources to manage my case? Yes. With 7 dedicated full-time lawyers in Dallas, we have the resources to deal with most cases.


Are you a solo specialist or does your company employee a number of attorneys that can help with my case? We are a real law office that interacts as a team.


What do other work legal representatives consider you? Rob Wiley, Dallas work attorney, has an excellent credibility. 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 given that 2014, called a Super Lawyers Rising Star from 2012-2013, and has actually been welcomed to speak at different attorney training conferences across the United States and internationally.


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


Will you fulfill with me in person for the preliminary consultation? Yes. We strongly promote for face-to-face meetings. Most employment cases are complex. Our Dallas work lawyers desire to consult with you face to face to have a significant discussion about your case.


Will I satisfy an actual attorney for my preliminary consultation? Yes. Unlike many law practice, we do not utilize paralegals or non-lawyer personnel for initial assessments.


Do you charge a preliminary assessment charge? If not, why not? Yes, we charge a consultation charge. By charging a consult charge, we dramatically decrease the variety of preliminary assessments. This allows us to have a lawyer present at every initial assessment. It also makes sure that the customers we see are major about their case. We believe that most credible employment attorneys charge for a preliminary consultation. In our viewpoint, employment lawyers who do not charge for an initial consult are normally not great.


The Law Office of Rob Wiley, P.C. represents workers in a range of conflicts 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 specific cases, we likewise represent workers in class or collective actions and complex lawsuits.

Discrimination is forbidden 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 essential to hire a lawyer before filing a claim with any government agency such as the Equal Employment Opportunity Commission (EEOC). We routinely represent workers before government firms and in court.

It is prohibited for a company to permit a hostile workplace under numerous state and federal laws. Generally, a hostile work environment occurs when a staff member experiences extreme or prevalent harassment. For instance, a manager who sexually bugs a subordinate can develop an unlawful hostile work environment. Similarly, use of the "n-word," taunting a handicapped worker, or demeaning a worker's faiths might create a hostile workplace.

It is illegal for a company to strike back versus a staff member for working out workplace rights. This can consist of retaliation for complaining about discrimination, harassment, work environment safety, unpaid overtime, or union arranging. Retaliatory acts consist of termination, failure to promote, or pay cuts. Retaliation can also consist of harassment or bullying designed to deter other workers from making problems or doing something about it against the company. Employees who understand monetary or government fraud might have unique whistleblower securities. Our law office represents whistleblowers in procedures before the SEC, FINRA, and OSHA. We likewise represent whistleblowers in federal court actions concerning grant scams, Medicare/Medicaid fraud, and defense contracting scams.

Every year employers in the United States underpay their workers by billions of dollars. Most American employees 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 regular hourly rate. Sweating off the clock, consisting of over lunch or after hours, is almost constantly unlawful. Only certain high-level supervisors, administrators, and might be paid a wage in lieu of overtime. The exceptions are few and far in between.

While numerous staff members are thought about tipped employees and are paid $2.13 per hour, overall settlement must 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 unlawful for a dining establishment to need tipped staff members to pay breakage charges, strolled tabs, or share pointers with kitchen 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 partner, moms and dad, or kid. Employees can likewise take individual medical leave for their own major medical condition. Importantly, leave can be taken in blocks or on a periodic, as needed basis. Employers can not retaliate versus employees who are seeking leave, have taken leave, or are returning from leave. After taking leave, a staff member should be gone back to the same or an equivalent position.

Under the Americans with Disabilities Act ("ADA") a company need to provide a handicapped staff member with reasonable lodgings. if it would permit the employee to carry out the necessary functions of the task. Reasonable accommodations might consist of, customizing work schedules, brief term leave, working from home, or adjusting job duties.

The deadline to submit a work claim can be extremely brief. If you are experiencing issues in your work environment or have actually been fired, call our workplace immediately.