Dallas Employment Lawyers

Rob Wiley, P.C. is a Dallas law practice representing employees in lawsuits versus employers. Typical cases include work discrimination, retaliation, unsettled or mispaid salaries, and failure to provide advantages like medical leave or sensible lodging. We have actually been representing staff members because 2000 and have actually assisted thousands of Dallas workers.

Our office is staffed by 6 lawyers focused entirely on work law. We workplace out of a brought back Victorian mansion initially integrated in 1910. We lie in the State-Thomas area of Uptown Dallas.

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

Having practiced work law for more than a decade, Rob Wiley understands it can be challenging to discover a certified employment legal representative in Texas. Most of our clients have never needed to hire a lawyer before. We advise you ask these 10 questions to discover the finest work attorney for you:

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

Do you typically represent employees or businesses? More than 99% of our clients are employees. Our Dallas employment lawyers strongly argue for enforcing and broadening employee rights. Because we do not represent employers, we are not worried about losing business clients by passionately battling 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 actually certified Rob Wiley as a Specialist in Labor and Employment Law.

Does your law office have the necessary resources to manage my case? Yes. With 7 dedicated full-time lawyers in Dallas, we have the resources to manage most cases.

Are you a solo practitioner or does your firm staff member several attorneys that can assist with my case? We are a real law firm that works together as a group.

What do other work lawyers think of you? Rob Wiley, Dallas employment attorney, has an exceptional credibility. 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 since 2014, called a Super Lawyers Rising Star from 2012-2013, and has actually been invited to speak at numerous attorney 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 in person for the preliminary consultation? Yes. We strongly promote for in person meetings. Most employment cases are complicated. Our Dallas employment lawyers desire to satisfy with you personally to have a significant conversation about your case.

Will I satisfy an actual attorney for my preliminary consultation? Yes. Unlike many law office, we do not utilize paralegals or non-lawyer staff for initial assessments.

Do you charge an initial assessment fee? If not, why not? Yes, we charge a consultation charge. By charging a consult cost, we significantly lower the variety of initial assessments. This allows us to have a lawyer present at every initial consultation. It also ensures that the customers we see are severe about their case. We believe that a lot of reputable work lawyers charge for an initial consultation. In our opinion, work legal representatives who do not charge for an initial speak with are normally not great.

The Law Office of Rob Wiley, P.C. represents workers in a range of disputes 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 specific cases, we also represent workers in class or cumulative actions and complex lawsuits.

Discrimination is restricted 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, employment and other state and employment federal laws. In our experience, it is essential to hire a lawyer before filing a claim with any government company such as the Equal Job Opportunity Commission (EEOC). We frequently represent staff members before government agencies and in court.

It is illegal for an employer to allow a hostile work environment under a number of state and federal laws. Generally, a hostile work environment occurs when an employee experiences severe or pervasive harassment. For instance, a manager who sexually harasses a subordinate can develop an illegal hostile work environment. Similarly, usage of the “n-word,” teasing a disabled worker, or demeaning a staff member’s religious beliefs might develop a hostile workplace.

It is unlawful for an employer to strike back against a worker for exercising work environment rights. This can include retaliation for complaining about discrimination, harassment, workplace security, unpaid overtime, or union arranging. Retaliatory acts consist of termination, failure to promote, or pay cuts. Retaliation can likewise consist of harassment or bullying developed to dissuade other workers from making complaints or doing something about it versus the employer. Employees who understand employment monetary or government scams might have special whistleblower protections. Our law workplace represents whistleblowers in proceedings 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 companies in the United States underpay their employees by billions of dollars. Most American workers are to be paid (1) base pay which is presently $7.25 per hour, and (2) overtimes salaries of one-and-one-half times their routine per hour rate. Working off the clock, including over lunch or after hours, is often illegal. Only certain high-level supervisors, administrators, and professionals may be paid a wage in lieu of overtime. The exceptions are scarce.

While lots of staff members are considered tipped employees and are paid $2.13 per hour, overall settlement should be at least $7.25 per hour, consisting of suggestions. Additionally, employers need to pay tipped staff members $5.12 rather of $2.13 or $3.20 when working overtime. It is prohibited for a restaurant to require tipped staff members to pay damage costs, walked tabs, or share pointers with kitchen personnel, janitors, or management.

Employees who get approved for family and medical leave are entitled to approximately 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 serious medical condition. Importantly, leave can be taken in blocks or on an intermittent, as required basis. Employers can not strike back against staff members who are looking for leave, have actually taken leave, or are returning from leave. After taking leave, a worker must be gone back to the exact same or a comparable position.

Under the Americans with Disabilities Act (“ADA”) an employer must offer a handicapped employee with reasonable lodgings. if it would permit the worker to perform the vital functions of the task. Reasonable accommodations might consist of, modifying work schedules, brief term leave, working from home, or changing job responsibilities.

The deadline to submit an employment claim can be exceptionally brief. If you are experiencing issues in your work environment or have actually been fired, contact our workplace right away.