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Dallas Employment Lawyers

Rob Wiley, P.C. is a Dallas law office representing employees in claims against companies. Typical cases include employment discrimination, retaliation, overdue or mispaid salaries, and failure to offer advantages like medical leave or reasonable lodging. We have been representing employees considering that 2000 and have helped countless Dallas workers.

Our office is staffed by six lawyers focused entirely on employment law. We workplace out of a brought back Victorian estate originally integrated in 1910. We are located in the State-Thomas area of Uptown Dallas.

If you are trying to find a work 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 challenging to find a qualified employment legal representative in Texas. The majority of our customers have never ever had to hire a legal representative before. We recommend you ask these ten questions to discover the best employment lawyer for you:

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

Do you usually represent employees or businesses? More than 99% of our customers are employees. Our Dallas work attorneys aggressively argue for imposing and expanding worker rights. Because we do not represent companies, we are not interested in losing service customers by passionately combating for employees.

Are you a Texas attorney 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 office have the required to handle my case? Yes. With seven dedicated full-time lawyers in Dallas, we have the resources to deal with most cases.

Are you a solo specialist or does your company worker several lawyers that can help with my case? We are a genuine law firm that collaborates as a team.

What do other employment attorneys consider you? Rob Wiley, Dallas work attorney, has an exceptional credibility. 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 actually been called a Texas Super Lawyer by Thompson Reuters every year since 2014, called a Super Lawyers Rising Star from 2012-2013, and has actually been invited to speak at numerous attorney training conferences throughout the United States and globally.

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

Will you meet me face-to-face for the preliminary consultation? Yes. We strongly promote for in person conferences. Most work cases are complicated. Our Dallas work lawyers wish to meet you in individual to have a significant discussion about your case.

Will I fulfill a real attorney for my initial assessment? Yes. Unlike lots of law practice, we do not utilize paralegals or non-lawyer staff for initial consultations.

Do you charge an initial assessment cost? If not, why not? Yes, we charge an assessment charge. By charging a seek advice from fee, we significantly reduce the variety of preliminary consultations. This allows us to have a lawyer present at every preliminary assessment. It also guarantees that the customers we see are serious about their case. We believe that many trusted employment attorneys charge for a preliminary consultation. In our opinion, employment legal representatives who do not charge for an initial speak with are usually not great.

The Law Office of Rob Wiley, P.C. represents employees in a variety of disputes with their employers. 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 filed in state or federal court. Although the majority of our cases are individual cases, we also represent employees in class or collective actions and complex litigation.

Discrimination is restricted 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 federal laws. In our experience, it is necessary to work with an attorney before suing with any government firm such as the Equal Employment Opportunity Commission (EEOC). We frequently represent employees before federal government companies and in court.

It is prohibited for a company to permit a hostile workplace under several state and federal laws. Generally, a hostile work environment happens when a worker experiences severe or prevalent harassment. For instance, a manager who sexually harasses a subordinate can develop an unlawful hostile work environment. Similarly, use of the "n-word," ridiculing a handicapped employee, or demeaning a worker's faiths could create a hostile work environment.

It is prohibited for an employer to strike back against an employee for exercising work environment rights. This can consist of retaliation for grumbling about discrimination, harassment, work environment safety, unpaid overtime, or union arranging. Retaliatory acts consist of termination, failure to promote, or pay cuts. Retaliation can likewise consist of harassment or bullying created to discourage other workers from making complaints or taking action against the company. Employees who are mindful of monetary or federal government fraud may have unique whistleblower securities. Our law office represents whistleblowers in procedures before the SEC, employment FINRA, and OSHA. We also represent whistleblowers in federal court actions concerning grant scams, Medicare/Medicaid fraud, and defense contracting fraud.

Every year companies in the United States underpay their employees 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 salaries of one-and-one-half times their regular per hour rate. Working off the clock, including over lunch or after hours, is generally prohibited. Only particular top-level managers, administrators, and professionals might be paid a salary in lieu of overtime. The exceptions are few and far between.

While numerous workers are considered tipped staff members and are paid $2.13 per hour, overall compensation should be at least $7.25 per hour, consisting of suggestions. 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 dining establishment to need tipped workers to pay damage fees, strolled tabs, or share suggestions with kitchen area staff, janitors, or management.

Employees who get approved for household and medical leave are entitled to up to twelve weeks of leave. Leave can be for the care of a spouse, moms and dad, or employment child. Employees can also take personal medical leave for their own serious medical condition. Importantly, leave can be taken in blocks or on an intermittent, as required basis. Employers can not retaliate versus workers who are looking for leave, have departed, or are returning from leave. After departing, an employee must be gone back to the same or a comparable position.

Under the Americans with Disabilities Act ("ADA") an employer should provide a handicapped employee with affordable accommodations. if it would permit the staff member to carry out the necessary functions of the job. Reasonable lodgings might include, customizing work schedules, short-term leave, working from home, or employment changing job tasks.

The deadline to file an employment claim can be exceptionally short. If you are experiencing problems in your office or have actually been fired, contact our office right away.