Dallas Employment Lawyers

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

Our office is staffed by six attorneys focused solely on employment law. We office out of a brought back Victorian estate initially developed in 1910. We are situated in the State-Thomas area of Uptown Dallas.

If you are looking for a work legal representative to represent you in a legal dispute, please call us.

Having practiced work law for more than a years, Rob Wiley understands it can be challenging to discover a qualified work legal representative in Texas. Most of our customers have never needed to employ a legal representative before. We recommend you ask these ten concerns to discover the best work legal representative for you:

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

Do you normally represent employees or companies? More than 99% of our customers are staff members. Our Dallas employment attorneys aggressively argue for enforcing and broadening worker rights. Because we do not represent employers, we are not worried about losing company clients by passionately defending employees.

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 actually certified Rob Wiley as an Expert in Labor and Employment Law.

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

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

What do other employment attorneys think of you? Rob Wiley, Dallas work lawyer, employment has an exceptional reputation. 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 been named 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 various lawyer training conferences across the United States and internationally.

Have you ever been reprimanded or disciplined by a bar association? No. You can verify 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 meetings. Most employment cases are intricate. Our Dallas employment legal representatives wish to fulfill with you in person to have a meaningful discussion about your case.

Will I satisfy a real attorney for my preliminary consultation? Yes. Unlike numerous law firms, we do not utilize paralegals or non-lawyer personnel for initial consultations.

Do you charge an initial consultation fee? If not, why not? Yes, we charge an assessment charge. By charging a speak with cost, we drastically decrease the number of preliminary consultations. This permits us to have an attorney present at every preliminary consultation. It also makes sure that the clients we see are severe about their case. We think that most trustworthy employment attorneys charge for an initial consultation. In our opinion, work lawyers who do not charge for an initial seek advice from are typically not very good.

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

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, employment it is very important to employ a lawyer before suing with any government agency such as the Equal Job Opportunity Commission (EEOC). We frequently represent workers before federal government firms and in court.

It is unlawful for a company to permit a hostile workplace under numerous state and federal laws. Generally, a hostile workplace happens when a staff member experiences serious or prevalent harassment. For instance, a supervisor who sexually harasses a can develop an unlawful hostile work environment. Similarly, usage of the “n-word,” teasing a disabled worker, or demeaning a staff member’s religions could create a hostile workplace.

It is prohibited for a company to strike back versus a worker for working out workplace rights. This can consist of retaliation for complaining about discrimination, harassment, workplace safety, unsettled overtime, or union arranging. Retaliatory acts include termination, failure to promote, or pay cuts. Retaliation can likewise include harassment or bullying designed to discourage other employees from making problems or taking action versus the company. Employees who are mindful of monetary or employment federal government scams might have unique whistleblower protections. Our law workplace represents whistleblowers in proceedings before the SEC, FINRA, employment and OSHA. We also represent whistleblowers in federal court actions concerning grant fraud, Medicare/Medicaid fraud, and defense contracting scams.

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

While many staff members are considered tipped staff members and are paid $2.13 per hour, total payment must be at least $7.25 per hour, consisting of suggestions. Additionally, employers should pay tipped employees $5.12 rather of $2.13 or $3.20 when working overtime. It is unlawful for a restaurant to need tipped employees to pay breakage costs, strolled tabs, or share suggestions with kitchen staff, janitors, or management.

Employees who receive family and medical leave are entitled to approximately twelve weeks of leave. Leave can be for the care of a partner, parent, or employment kid. Employees can likewise take individual medical leave for their own serious medical condition. Importantly, leave can be taken in blocks or on a periodic, as required basis. Employers can not strike back versus employees who are seeking leave, have actually taken leave, or are returning from leave. After taking leave, an employee should be gone back to the very same or a comparable position.

Under the Americans with Disabilities Act (“ADA”) a company should provide a disabled employee with reasonable accommodations. if it would allow the worker to carry out the important functions of the job. Reasonable lodgings might include, employment customizing work schedules, short-term leave, working from home, or adjusting task duties.

The due date to submit a work claim can be incredibly short. If you are experiencing issues in your office or have actually been fired, contact our office right away.