Dallas Employment Lawyers

Rob Wiley, P.C. is a Dallas law practice representing employees in suits versus companies. Typical cases include employment discrimination, retaliation, overdue or mispaid salaries, and failure to offer advantages like medical leave or affordable accommodation. We have been representing staff members because 2000 and have helped countless Dallas employees.

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

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

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

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

Do you usually represent employees or companies? More than 99% of our clients are workers. Our Dallas work lawyers strongly argue for enforcing and job expanding worker rights. Because we do not represent employers, job 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 actually licensed Rob Wiley as an Expert in Labor and Employment Law.

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

Are you a solo professional or does your firm employee a number of attorneys that can assist with my case? We are a real law office that works together as a group.

What do other consider you? Rob Wiley, job Dallas work legal representative, has an exceptional reputation. 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 been called a Texas Super Lawyer by Thompson Reuters every year because 2014, called a Super Lawyers Rising Star from 2012-2013, and has actually been welcomed to speak at different attorney training conferences throughout 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 initial assessment? Yes. We highly advocate for face-to-face meetings. Most work cases are complex. Our Dallas work attorneys wish to consult with you personally to have a meaningful conversation about your case.

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

Do you charge a preliminary consultation fee? If not, why not? Yes, we charge an assessment fee. By charging a consult charge, we considerably minimize the variety of preliminary assessments. This allows us to have an attorney present at every preliminary assessment. It also guarantees that the customers we see are major about their case. We believe that the majority of reliable work lawyers charge for job a preliminary assessment. In our opinion, work attorneys who do not charge for a preliminary speak with are normally not extremely good.

The Law Office of Rob Wiley, P.C. represents staff members in a variety of disputes with their employers. Many of our cases are before state and federal companies 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 individual cases, we likewise represent employees in class or cumulative actions and complicated litigation.

Discrimination is prohibited 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 essential to hire an attorney before suing with any federal government firm such as the Equal Employment Opportunity Commission (EEOC). We regularly represent workers before federal government companies and in court.

It is illegal for a company to permit a hostile work environment under numerous state and federal laws. Generally, a hostile work environment occurs when an employee experiences serious or prevalent harassment. For instance, a manager who sexually harasses a subordinate can develop an illegal hostile work environment. Similarly, usage of the “n-word,” ridiculing a handicapped employee, or demeaning an employee’s religions might produce a hostile workplace.

It is unlawful for an employer to retaliate against a worker for working out office rights. This can include retaliation for complaining about discrimination, harassment, office security, unsettled overtime, or union organizing. Retaliatory acts include termination, failure to promote, or pay cuts. Retaliation can also include harassment or bullying designed to deter other employees from making complaints or taking action versus the employer. Employees who are mindful of monetary or government scams may have special whistleblower securities. Our law workplace represents whistleblowers in proceedings before the SEC, FINRA, and OSHA. We also represent whistleblowers in federal court actions worrying grant fraud, Medicare/Medicaid fraud, and defense contracting fraud.

Every year companies in the United States underpay their employees by billions of dollars. Most American employees are qualified to be paid (1) minimum wage which is currently $7.25 per hour, and (2) overtimes wages of one-and-one-half times their routine per hour rate. Sweating off the clock, including over lunch or after hours, is almost constantly prohibited. Only specific top-level supervisors, administrators, and specialists might be paid an income in lieu of overtime. The exceptions are scarce.

While numerous staff members are thought about tipped employees and are paid $2.13 per hour, total settlement should be at least $7.25 per hour, consisting of pointers. Additionally, employers must pay tipped workers $5.12 instead of $2.13 or $3.20 when working overtime. It is prohibited for a restaurant to need tipped workers to pay damage charges, walked tabs, or share suggestions with cooking area staff, janitors, job or management.

Employees who receive household and medical leave are entitled to up to twelve weeks of leave. Leave can be for the care of a partner, 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 a periodic, as needed basis. Employers can not strike back versus staff members who are looking for leave, have departed, or are returning from leave. After departing, a staff member must be returned to the same or an equivalent position.

Under the Americans with Disabilities Act (“ADA”) an employer need to offer a disabled employee with reasonable lodgings. if it would enable the staff member to perform the important functions of the job. Reasonable lodgings might include, modifying work schedules, short-term leave, working from home, or changing task tasks.

The due date to file an employment claim can be incredibly short. If you are experiencing issues in your work environment or have actually been fired, call our workplace immediately.