Dallas Employment Lawyers

Rob Wiley, P.C. is a Dallas law practice representing workers in claims versus companies. Typical cases consist of employment discrimination, retaliation, unsettled or mispaid earnings, employment and failure to provide advantages like medical leave or sensible accommodation. We have actually been representing staff members given that 2000 and have actually assisted countless Dallas employees.

Our office is staffed by 6 attorneys focused solely on work law. We workplace out of a brought back Victorian estate originally developed in 1910. We lie in the State-Thomas area of Uptown Dallas.

If you are trying to find a work lawyer to represent you in a legal dispute, please contact us.

Having practiced work law for employment more than a years, Rob Wiley understands it can be tough to find a qualified work attorney in Texas. The majority of our customers have never needed to hire a legal representative before. We suggest you ask these 10 questions to find the very best work attorney for employment you:

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

Do you usually represent workers or services? More than 99% of our clients are staff members. Our Dallas work attorneys aggressively argue for imposing and broadening employee rights. Because we do not represent companies, we are not worried about losing business customers by passionately fighting for employees.

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 Specialist in Labor and Employment Law.

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

Are you a solo practitioner or does your company employee several attorneys that can assist with my case? We are a genuine law company that collaborates as a group.

What do other employment legal representatives think of you? Rob Wiley, Dallas work legal representative, has an excellent credibility. 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 called a Texas Super Lawyer by Thompson Reuters every year because 2014, named a Super Lawyers Rising Star from 2012-2013, and has actually been invited 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 attorney disciplinary history at www.texasbar.com.

Will you meet me in person for the preliminary consultation? Yes. We strongly promote for in person meetings. Most employment cases are complicated. Our Dallas employment legal representatives wish to satisfy with you face to face to have a significant discussion about your case.

Will I meet an actual lawyer for my preliminary assessment? Yes. Unlike lots of law practice, we do not utilize paralegals or non-lawyer personnel for preliminary consultations.

Do you charge an initial consultation fee? If not, why not? Yes, we charge a consultation fee. By charging a consult cost, we dramatically decrease the number of preliminary assessments. This permits us to have a lawyer present at every preliminary assessment. It likewise guarantees that the clients we see are serious about their case. Our company believe that many trustworthy work attorneys charge for an initial assessment. In our viewpoint, employment attorneys who do not charge for a preliminary seek advice from are normally not great.

The Law Office of Rob Wiley, P.C. represents staff members in a range of conflicts with their companies. A lot 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 the majority of our cases are individual cases, we also represent workers 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 employment federal laws. In our experience, it is necessary to hire a lawyer before suing with any federal government company such as the Equal Employment Opportunity Commission (EEOC). We regularly represent employees before government companies and in court.

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

It is unlawful for an employer to retaliate against a worker for exercising office rights. This can consist of retaliation for complaining about discrimination, harassment, work environment security, unsettled overtime, employment or union arranging. Retaliatory acts include termination, failure to promote, or pay cuts. Retaliation can also include harassment or bullying developed to dissuade other workers from making complaints or acting against the company. Employees who are mindful of monetary or government fraud may have special whistleblower defenses. Our law office represents whistleblowers in procedures before the SEC, FINRA, and OSHA. We also represent whistleblowers in federal court actions worrying grant scams, Medicare/Medicaid scams, and defense contracting scams.

Every year employers in the United States underpay their workers by of dollars. Most American workers are eligible to be paid (1) minimum wage which is currently $7.25 per hour, and (2) overtimes wages of one-and-one-half times their regular hourly rate. Sweating off the clock, including over lunch or after hours, is generally unlawful. Only certain high-level supervisors, administrators, and specialists might be paid a salary in lieu of overtime. The exceptions are rare.

While many employees are thought about tipped staff members and are paid $2.13 per hour, total settlement should be at least $7.25 per hour, consisting of pointers. Additionally, companies should pay tipped employees $5.12 rather of $2.13 or $3.20 when working overtime. It is illegal for a dining establishment to require tipped staff members to pay damage charges, strolled tabs, or share tips with cooking area staff, janitors, or management.

Employees who qualify for family and employment medical leave are entitled to up to twelve weeks of leave. Leave can be for the care of a spouse, moms and dad, or child. Employees can also take personal 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 against employees who are looking for leave, have actually departed, or are returning from leave. After departing, an employee needs to be gone back to the very same or a comparable position.

Under the Americans with Disabilities Act (“ADA”) a company should provide a handicapped employee with sensible accommodations. if it would permit the staff member to perform the vital functions of the task. Reasonable accommodations might include, modifying work schedules, short-term leave, working from home, or adjusting job responsibilities.

The deadline to submit an employment claim can be incredibly brief. If you are experiencing problems in your office or have been fired, call our workplace instantly.