Dallas Employment Lawyers

Rob Wiley, P.C. is a Dallas law practice representing employees in lawsuits versus employers. Typical cases consist of employment discrimination, retaliation, unpaid or mispaid incomes, and failure to provide advantages like medical leave or sensible accommodation. We have actually been representing employees because 2000 and have actually helped countless Dallas employees.

Our workplace is staffed by six lawyers focused solely on work law. We workplace out of a restored Victorian estate originally constructed in 1910. We lie in the State-Thomas area of Uptown Dallas.

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

Having practiced work law for more than a decade, Rob Wiley knows it can be challenging to discover a certified employment lawyer in Texas. The majority of our customers have actually never had to hire an attorney before. We suggest you ask these ten concerns to discover the best work lawyer for you:

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

Do you typically represent workers or companies? More than 99% of our clients are workers. Our Dallas work attorneys aggressively argue for imposing and expanding worker rights. Because we do not represent companies, we are not worried about losing organization clients by passionately fighting 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 practice have the needed resources to handle my case? Yes. With 7 devoted full-time attorneys in Dallas, we have the resources to manage most cases.

Are you a solo practitioner or does your company worker a number of lawyers that can help with my case? We are a real law practice that collaborates as a team.

What do other work lawyers think of you? Rob Wiley, Dallas work attorney, has an excellent reputation. 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 actually been called a Texas Super Lawyer by Thompson Reuters every year since 2014, employment named a Super Lawyers Rising Star from 2012-2013, and has actually been invited to speak at numerous lawyer training conferences throughout the United States and worldwide.

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

Will you consult with me face-to-face for the preliminary assessment? Yes. We strongly advocate for employment face-to-face meetings. Most work cases are intricate. Our Dallas employment attorneys wish to consult with you face to face to have a significant conversation about your case.

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

Do you charge an initial consultation cost? If not, why not? Yes, we charge a consultation fee. By charging a seek advice from fee, we significantly lower the variety of preliminary assessments. This allows us to have an attorney present at every initial consultation. It likewise guarantees that the customers we see are major about their case. We believe that most reliable employment attorneys charge for an initial consultation. In our opinion, employment attorneys who do not charge for a preliminary seek advice from are usually not extremely good.

The Law Office of Rob Wiley, P.C. represents staff members in a variety of disagreements with their employers. Much 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 employment federal court. Although the majority of our cases are specific cases, we likewise represent workers in class or cumulative actions and complex litigation.

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 federal laws. In our experience, it is necessary to work with a lawyer before submitting a claim with any federal government firm such as the Equal Employment Opportunity Commission (EEOC). We routinely represent staff members before government agencies and in court.

It is unlawful for a company to allow a hostile workplace under numerous state and federal laws. Generally, a hostile workplace takes place when an employee experiences severe or pervasive harassment. For example, employment a supervisor who sexually bothers a subordinate can produce an illegal hostile workplace. Similarly, use of the “n-word,” teasing a disabled staff member, employment or demeaning a worker’s religions could develop a hostile workplace.

It is illegal for a company to retaliate against a staff member for exercising office rights. This can consist of retaliation for complaining about discrimination, harassment, work environment security, unsettled overtime, or union organizing. Retaliatory acts consist of termination, failure to promote, or pay cuts. Retaliation can also consist of harassment or bullying designed to deter other employees from making problems or doing something about it against the company. Employees who understand monetary or government fraud might have special 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 scams, and defense contracting scams.

Every year companies in the United States underpay their staff members 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 routine hourly rate. Working off the clock, including over lunch or after hours, is usually unlawful. Only certain high-level supervisors, administrators, and specialists might be paid a salary in lieu of overtime. The exceptions are rare.

While lots of workers are thought about tipped staff members and are paid $2.13 per hour, overall payment needs to be at least $7.25 per hour, including suggestions. Additionally, employers must pay tipped staff members $5.12 rather of $2.13 or $3.20 when working overtime. It is illegal for a dining establishment to need tipped workers to pay breakage charges, walked tabs, or share tips with kitchen area personnel, janitors, or management.

Employees who receive household 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 likewise take individual medical leave for their own severe medical condition. Importantly, leave can be taken in blocks or on an intermittent, as needed basis. Employers can not strike back versus employees who are leave, have taken leave, or employment are returning from leave. After taking leave, a worker needs to be gone back to the exact same or a comparable position.

Under the Americans with Disabilities Act (“ADA”) a company should offer a disabled staff member with sensible lodgings. if it would allow the worker to perform the vital functions of the job. Reasonable accommodations might include, customizing work schedules, short-term leave, working from home, or adjusting job tasks.

The due date to submit a work claim can be exceptionally brief. If you are experiencing issues in your office or have actually been fired, call our workplace instantly.