Dallas Employment Lawyers

Rob Wiley, P.C. is a Dallas law office representing workers in claims versus employers. Typical cases include employment discrimination, retaliation, unsettled or mispaid incomes, and failure to offer benefits like medical leave or sensible accommodation. We have actually been representing staff members given that 2000 and job have actually assisted thousands of Dallas workers.

Our workplace is staffed by six attorneys focused solely on employment law. We workplace out of a restored Victorian mansion initially built in 1910. We are located in the State-Thomas location of Uptown Dallas.

If you are trying to find an employment attorney to represent you in a legal disagreement, please contact us.

Having practiced work law for more than a years, Rob Wiley knows it can be tough to find a qualified work legal representative in Texas. The majority of our customers have never needed to employ an attorney before. We suggest you ask these ten concerns 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 nearly all of our practice to employment law.

Do you usually represent workers or companies? More than 99% of our customers are workers. Our Dallas employment lawyers strongly argue for and expanding employee rights. Because we do not represent employers, we are not worried about losing company customers by passionately fighting for job staff members.

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 certified Rob Wiley as a Specialist in Labor and Employment Law.

Does your law company have the essential resources to handle my case? Yes. With 7 dedicated full-time attorneys in Dallas, we have the resources to manage most cases.

Are you a solo professional or does your company worker numerous attorneys that can help with my case? We are a real law office that works together as a team.

What do other work attorneys think of you? Rob Wiley, Dallas work lawyer, has an outstanding 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 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 lawyer training conferences throughout the United States and internationally.

Have you ever been reprimanded or disciplined by a bar association? No. You can validate lawyer disciplinary history at www.texasbar.com.

Will you meet me in person for the preliminary assessment? Yes. We highly promote for in person conferences. Most work cases are complicated. Our Dallas work legal representatives desire to satisfy with you face to face to have a meaningful conversation about your case.

Will I fulfill an actual lawyer for my preliminary assessment? Yes. Unlike many law practice, we do not utilize paralegals or non-lawyer staff for preliminary assessments.

Do you charge an initial consultation charge? If not, why not? Yes, we charge a consultation fee. By charging a consult cost, we significantly reduce the variety of initial consultations. This enables us to have a lawyer present at every initial consultation. It likewise makes sure that the customers we see are severe about their case. Our company believe that a lot of reputable employment attorneys charge for a preliminary consultation. In our opinion, work attorneys who do not charge for a preliminary speak with are typically not very great.

The Law Office of Rob Wiley, P.C. represents employees in a variety of disagreements with their employers. A number of our cases are before state and federal companies like the EEOC, the Department of Labor, or the Texas Workforce Commission. Other cases are filed in state or federal court. Although the majority of our cases are private cases, we likewise in class or collective actions and complicated litigation.

Discrimination is restricted 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 crucial to hire an attorney before suing with any government company such as the Equal Job Opportunity Commission (EEOC). We regularly represent employees before federal government firms and in court.

It is prohibited for an employer to allow a hostile work environment under a number of state and federal laws. Generally, a hostile workplace occurs when a worker experiences severe or prevalent harassment. For example, a supervisor who sexually harasses a subordinate can produce an illegal hostile work environment. Similarly, use of the “n-word,” teasing a disabled worker, or demeaning a worker’s faiths might produce a hostile workplace.

It is unlawful for job a company to strike back versus a staff member for working out work environment rights. This can consist of retaliation for complaining about discrimination, harassment, workplace safety, unpaid overtime, or union arranging. Retaliatory acts consist of termination, failure to promote, or pay cuts. Retaliation can also consist of harassment or bullying designed to discourage other employees from making grievances or taking action against the company. Employees who are aware of monetary or federal government scams may have special whistleblower defenses. Our law workplace represents whistleblowers in procedures before the SEC, FINRA, and OSHA. We also represent whistleblowers in federal court actions worrying grant scams, Medicare/Medicaid fraud, and defense contracting fraud.

Every year employers in the United States underpay their workers by billions of dollars. Most American workers 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 regular per hour rate. Working off the clock, including over lunch or after hours, is nearly always unlawful. Only particular high-level managers, administrators, and specialists may be paid an income in lieu of overtime. The exceptions are scarce.

While numerous employees are thought about tipped staff members and are paid $2.13 per hour, overall settlement should be at least $7.25 per hour, consisting of pointers. Additionally, employers should pay tipped workers $5.12 instead of $2.13 or job $3.20 when working overtime. It is unlawful for a dining establishment to require tipped workers to pay breakage costs, walked tabs, or share pointers with kitchen area staff, janitors, or management.

Employees who certify for household and medical leave are entitled to approximately twelve weeks of leave. Leave can be for the care of a partner, parent, or child. Employees can likewise take personal medical leave for their own severe medical condition. Importantly, leave can be taken in blocks or on an intermittent, as required basis. Employers can not retaliate versus staff members who are looking for leave, have taken leave, or are returning from leave. After taking leave, an employee should be returned to the very same or a comparable position.

Under the Americans with Disabilities Act (“ADA”) an employer must supply a disabled worker with reasonable lodgings. if it would allow the worker to perform the vital functions of the task. Reasonable accommodations could consist of, modifying work schedules, short term leave, working from home, or changing job duties.

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