Dallas Employment Lawyers

Rob Wiley, P.C. is a Dallas law company representing employees in claims versus employers. Typical cases consist of work discrimination, retaliation, unsettled or mispaid wages, and failure to supply advantages like medical leave or reasonable lodging. We have actually been representing staff members considering that 2000 and have helped countless Dallas workers.

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

If you are trying to find a work attorney to represent you in a legal conflict, please call us.

Having practiced work law for more than a years, Rob Wiley understands it can be tough to discover a certified work attorney in Texas. Most of our clients have actually never had to employ a legal representative before. We advise you ask these 10 concerns to discover the best work lawyer for you:

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

Do you usually represent workers or services? More than 99% of our customers are employees. Our Dallas work lawyers aggressively argue for implementing and broadening worker rights. Because we do not represent employers, we are not interested in losing organization clients by passionately combating for 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 certified Rob Wiley as a Specialist in Labor and Employment Law.

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

Are you a solo specialist or does your company employee several lawyers that can help with my case? We are a genuine law office that collaborates as a group.

What do other employment lawyers consider you? Rob Wiley, Dallas employment attorney, has an exceptional track record. 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 actually been named a Texas Super Lawyer by Thompson Reuters every year because 2014, named a Super Lawyers Rising Star from 2012-2013, and has been invited to speak at various legal representative training conferences throughout the United States and globally.

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

Will you satisfy with me face-to-face for the initial assessment? Yes. We highly promote for in person conferences. Most work cases are intricate. Our Dallas employment legal representatives desire to consult with you in person to have a significant discussion about your case.

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

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

The Law Office of Rob Wiley, P.C. represents workers in a variety of disagreements with their companies. Much of our cases are before state and federal agencies like the EEOC, the Department of Labor, job or the Texas Workforce Commission. Other cases are submitted in state or federal court. Although most of our cases are private cases, we likewise represent employees in class or collective actions and complex lawsuits.

Discrimination is forbidden 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, job and other state and federal laws. In our experience, it is necessary to hire an attorney before suing with any government company such as the Equal Job Opportunity Commission (EEOC). We frequently represent staff members before government companies and in court.

It is illegal for a company to allow a hostile workplace under a number of state and federal laws. Generally, a hostile work environment takes place when a worker experiences extreme or prevalent harassment. For example, a manager who sexually pesters a subordinate can produce an illegal hostile workplace. Similarly, usage of the “n-word,” ridiculing a disabled worker, or demeaning a staff member’s faiths might create a hostile work environment.

It is illegal for a company to retaliate against a staff member for exercising work environment rights. This can consist of retaliation for complaining about discrimination, harassment, work environment 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 developed to dissuade other employees from making problems or doing something about it against the employer. Employees who know financial or federal government scams might 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 fraud, and defense contracting scams.

Every year employers in the United States underpay their staff members by billions of dollars. Most American workers are eligible to be paid (1) minimum wage which is currently $7.25 per hour, and (2) overtimes incomes of one-and-one-half times their regular per hour rate. Working off the clock, consisting of over lunch or after hours, is often unlawful. Only specific high-level managers, administrators, and professionals might be paid a wage in lieu of overtime. The exceptions are rare.

While numerous employees are considered tipped staff members and job are paid $2.13 per hour, overall compensation needs to be at least $7.25 per hour, including tips. 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 staff members to pay breakage costs, strolled tabs, or share tips with kitchen personnel, janitors, or management.

Employees who get approved for household and medical leave are entitled to approximately twelve weeks of leave. Leave can be for the care of a spouse, moms and dad, or kid. Employees can also take individual medical leave for their own severe medical condition. Importantly, leave can be taken in blocks or on an intermittent, as needed basis. Employers can not strike back against employees who are looking for leave, have taken leave, or are returning from leave. After taking leave, a staff member needs to be returned to the very same or a comparable position.

Under the Americans with Disabilities Act (“ADA”) a company must provide a disabled worker with affordable accommodations. if it would enable the worker to perform the of the job. Reasonable lodgings might include, customizing work schedules, short term leave, working from home, or changing task tasks.

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