Dallas Employment Lawyers

Rob Wiley, P.C. is a Dallas law practice representing workers in lawsuits against companies. Typical cases include employment discrimination, retaliation, overdue or employment mispaid earnings, and to provide advantages like medical leave or affordable accommodation. We have been representing employees considering that 2000 and have actually assisted thousands of Dallas workers.

Our office is staffed by six attorneys focused solely on employment law. We office out of a brought back Victorian mansion initially integrated in 1910. We lie in the State-Thomas location of Uptown Dallas.

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

Having practiced work law for more than a years, Rob Wiley knows it can be difficult to discover a certified work lawyer in Texas. Most of our customers have never ever needed to work with a lawyer before. We advise you ask these ten questions to discover the best work attorney for you:

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

Do you generally represent workers or companies? More than 99% of our clients are staff members. Our Dallas employment attorneys aggressively argue for enforcing and broadening worker rights. Because we do not represent companies, we are not worried about losing organization customers 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 a Professional in Labor employment and Employment Law.

Does your law firm have the required resources to handle my case? Yes. With seven devoted full-time lawyers in Dallas, we have the resources to deal with most cases.

Are you a solo practitioner or does your firm employee several attorneys that can help with my case? We are a genuine law practice that interacts as a group.

What do other work attorneys believe about you? Rob Wiley, employment Dallas employment legal representative, has an exceptional credibility. Mr. Wiley is an elected member of the Dallas Bar Association’s Employment Law Council, employment is the past 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 worldwide.

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 assessment? Yes. We highly advocate for face-to-face meetings. Most work cases are complex. Our Dallas work legal representatives desire to fulfill with you personally to have a significant conversation about your case.

Will I fulfill a real lawyer for my initial consultation? Yes. Unlike numerous law practice, we do not utilize paralegals or employment non-lawyer staff for employment initial consultations.

Do you charge an initial consultation charge? If not, why not? Yes, employment we charge an assessment charge. By charging a consult charge, we drastically minimize the variety of preliminary assessments. This permits us to have an attorney present at every initial assessment. It also guarantees that the clients we see are major about their case. We believe that many reliable employment lawyers charge for an initial consultation. In our opinion, work attorneys who do not charge for an initial seek advice from are normally not excellent.

The Law Office of Rob Wiley, P.C. represents staff members in a variety of disputes with their employers. A lot of our cases are before state and federal companies 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 specific cases, we likewise represent workers in class or cumulative actions and complex lawsuits.

Discrimination is prohibited 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 federal laws. In our experience, it is very important to employ a lawyer before submitting a claim with any federal government agency such as the Equal Employment Opportunity Commission (EEOC). We routinely represent employees before government firms and in court.

It is unlawful for a company to permit a hostile work environment under several state and federal laws. Generally, a hostile work environment takes place when a worker experiences extreme or prevalent harassment. For example, a manager who sexually bothers a subordinate can create an unlawful hostile workplace. Similarly, use of the “n-word,” teasing a handicapped staff member, or demeaning an employee’s faiths could produce a hostile work environment.

It is illegal for a company to strike back versus an employee for working out work environment rights. This can consist of retaliation for grumbling about discrimination, harassment, work environment safety, overdue overtime, or union organizing. Retaliatory acts consist of termination, failure to promote, or pay cuts. Retaliation can also include harassment or bullying developed to discourage other workers from making grievances or acting versus the company. Employees who know monetary or federal government scams might have unique whistleblower defenses. Our law workplace represents whistleblowers in proceedings before the SEC, FINRA, and OSHA. We likewise represent whistleblowers in federal court actions worrying grant fraud, Medicare/Medicaid fraud, and defense contracting scams.

Every year companies in the United States underpay their workers by billions of dollars. Most American workers are eligible to be paid (1) minimum wage which is currently $7.25 per hour, and (2) overtimes incomes of one-and-one-half times their routine per hour rate. Working off the clock, consisting of over lunch or after hours, is often illegal. Only particular top-level supervisors, administrators, and experts may be paid a salary in lieu of overtime. The exceptions are scarce.

While many staff members are thought about tipped staff members and are paid $2.13 per hour, overall payment should be at least $7.25 per hour, consisting of tips. Additionally, employers must pay tipped employees $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, walked tabs, or share suggestions with cooking area staff, janitors, or management.

Employees who certify for family 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 child. Employees can also take individual medical leave for their own major medical condition. Importantly, leave can be taken in blocks or on an intermittent, as required basis. Employers can not retaliate versus employees who are seeking leave, have departed, or are returning from leave. After departing, an employee needs to be returned to the same or a comparable position.

Under the Americans with Disabilities Act (“ADA”) a company must supply a handicapped staff member with affordable accommodations. if it would permit the staff member to carry out the important functions of the task. Reasonable accommodations could include, customizing work schedules, brief term leave, working from home, or adjusting job duties.

The due date to file an employment claim can be extremely brief. If you are experiencing issues in your work environment or have actually been fired, contact our office right away.