Dallas Employment Lawyers

Rob Wiley, P.C. is a Dallas law company representing workers in suits versus employers. Typical cases consist of employment discrimination, retaliation, unpaid or mispaid incomes, and failure to supply advantages like medical leave or sensible accommodation. We have actually been representing employees because 2000 and have assisted thousands of Dallas employees.

Our workplace is staffed by 6 attorneys focused solely on employment law. We office out of a restored Victorian mansion originally integrated in 1910. We are situated in the State-Thomas area of Uptown Dallas.

If you are searching for a work attorney 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 hard to find a certified employment lawyer in Texas. The majority of our clients have actually never had to hire a legal representative before. We advise you ask these 10 questions to discover the best employment legal representative for you:

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

Do you usually represent employees or services? More than 99% of our customers are workers. Our Dallas work attorneys aggressively argue for implementing and expanding employee rights. Because we do not represent employers, we are not interested in losing business customers by passionately defending workers.

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 accredited Rob Wiley as a Professional in Labor and Employment Law.

Does your law firm have the needed resources to manage my case? Yes. With 7 devoted full-time lawyers in Dallas, we have the resources to handle most cases.

Are you a solo professional or does your firm worker a number of lawyers that can help with my case? We are a real law company that works together as a group.

What do other employment lawyers think about you? Rob Wiley, Dallas employment legal representative, has an exceptional 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 named a Texas Super Lawyer by Thompson Reuters every year because 2014, called a Super Lawyers Rising Star from 2012-2013, and has actually been invited to speak at various legal representative training conferences across 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 consult with me in person for the initial consultation? Yes. We strongly promote for in person conferences. Most work cases are complex. Our Dallas employment legal representatives wish to meet you in individual to have a meaningful conversation about your case.

Will I fulfill an actual attorney for my initial assessment? Yes. Unlike numerous law office, we do not use paralegals or non-lawyer staff for initial consultations.

Do you charge an initial assessment cost? If not, why not? Yes, we charge a consultation fee. By charging a speak with charge, we dramatically lower the number of initial assessments. This permits us to have a lawyer present at every preliminary consultation. It likewise ensures that the clients we see are serious about their case. Our company believe that the majority of trustworthy work lawyers charge for a preliminary consultation. In our viewpoint, work legal representatives who do not charge for a preliminary speak with are normally not extremely excellent.

The Law Office of Rob Wiley, P.C. represents employees in a range of conflicts with their companies. A number 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 most of our cases are private cases, we also represent employees in class or cumulative actions and complicated 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 important to work with a lawyer before submitting a claim with any government agency such as the Equal Employment Opportunity Commission (EEOC). We regularly represent staff members before government firms and in court.

It is prohibited for an employer to allow a hostile work environment under several state and federal laws. Generally, a hostile workplace happens when a staff member experiences serious or pervasive harassment. For instance, referall.us a supervisor who sexually bothers a subordinate can produce an illegal hostile work environment. Similarly, usage of the “n-word,” teasing a handicapped employee, or demeaning a worker’s faiths might produce a hostile workplace.

It is illegal for a company to strike back versus a staff member for exercising workplace rights. This can consist of retaliation for grumbling about discrimination, harassment, office safety, unpaid overtime, or union arranging. Retaliatory acts include termination, failure to promote, or pay cuts. Retaliation can likewise include harassment or bullying created to discourage other employees from making grievances or doing something about it against the company. Employees who understand monetary or federal government fraud may have unique whistleblower protections. Our law office represents whistleblowers in proceedings before the SEC, FINRA, and OSHA. We likewise represent whistleblowers in federal court actions worrying grant scams, Medicare/Medicaid fraud, and defense contracting scams.

Every year employers in the United States underpay their staff members by billions of dollars. Most American employees are eligible to be paid (1) minimum wage which is currently $7.25 per hour, and (2) overtimes salaries of one-and-one-half times their routine hourly rate. Sweating off the clock, consisting of over lunch or after hours, is practically constantly prohibited. Only specific top-level managers, administrators, and experts may be paid a salary in lieu of overtime. The exceptions are scarce.

While numerous workers are considered tipped employees and are paid $2.13 per hour, total settlement must be at least $7.25 per hour, consisting of ideas. Additionally, employers need to pay tipped employees $5.12 instead of $2.13 or $3.20 when working overtime. It is prohibited for a restaurant to require tipped workers to pay breakage costs, walked tabs, or share tips with kitchen area staff, janitors, or management.

Employees who qualify for household and medical leave are entitled to as much as twelve weeks of leave. Leave can be for the care of a spouse, parent, or kid. Employees can also 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 retaliate against employees who are leave, have actually departed, or are returning from leave. After departing, a staff member needs to be returned to the very same or a comparable position.

Under the Americans with Disabilities Act (“ADA”) an employer should offer a disabled employee with affordable accommodations. if it would enable the employee to carry out the necessary functions of the job. Reasonable accommodations might consist of, customizing work schedules, short term leave, working from home, or adjusting job duties.

The due date to file a work claim can be incredibly short. If you are experiencing issues in your office or have been fired, contact our workplace instantly.