Dallas Employment Lawyers

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

Our office is staffed by six attorneys focused exclusively on work law. We office out of a restored Victorian mansion originally integrated in 1910. We are situated in the State-Thomas area of Uptown Dallas.

If you are looking for referall.us an employment attorney to represent you in a legal conflict, please contact us.

Having practiced work law for more than a decade, Rob Wiley understands it can be tough to discover a qualified work attorney in Texas. Most of our clients have actually never ever had to work with a legal representative before. We recommend you ask these ten questions to discover the very best employment legal representative for you:

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

Do you normally represent workers or businesses? More than 99% of our customers are employees. Our Dallas work lawyers strongly argue for imposing and broadening employee rights. Because we do not represent companies, we are not worried with losing service customers by passionately defending 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 an Expert in Labor and Employment Law.

Does your law practice have the needed resources to handle 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 company employee numerous attorneys that can help with my case? We are a genuine law company that interacts as a team.

What do other work attorneys think about you? Rob Wiley, Dallas employment legal representative, 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 named a Texas Super Lawyer by Thompson Reuters every year since 2014, named a Super Lawyers Rising Star from 2012-2013, and has actually been welcomed to speak at numerous legal representative training conferences across the United States and worldwide.

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

Will you meet me face-to-face for the preliminary consultation? Yes. We strongly advocate for in person meetings. Most employment cases are complicated. Our Dallas employment attorneys want to meet with you personally to have a significant discussion about your case.

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

Do you charge an initial consultation fee? If not, why not? Yes, we charge a consultation charge. By charging a consult cost, we considerably reduce the variety of preliminary assessments. This allows us to have a lawyer present at every initial consultation. It likewise ensures that the clients we see are serious about their case. Our company believe that many respectable employment attorneys charge for an initial assessment. In our opinion, employment lawyers who do not charge for a preliminary speak with are normally not excellent.

The Law Office of Rob Wiley, P.C. represents staff members in a variety of disagreements with their employers. A lot of our cases are before state and federal agencies like the EEOC, the Department of Labor, or the Texas Workforce Commission. Other cases are filed in state or federal court. Although most of our cases are individual cases, we also represent workers in class or cumulative actions and complicated lawsuits.

Discrimination is prohibited 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, and other state and federal laws. In our experience, it is essential to work with a lawyer before suing with any federal government company such as the Equal Job Opportunity Commission (EEOC). We regularly represent staff members before federal government agencies and in court.

It is illegal for a company to allow a hostile work environment under several state and federal laws. Generally, a hostile workplace occurs when a worker experiences extreme or prevalent harassment. For example, a supervisor who sexually bothers a subordinate can develop an illegal hostile work environment. Similarly, use of the “n-word,” taunting a handicapped staff member, or demeaning an employee’s spiritual beliefs might develop a hostile work environment.

It is unlawful for an employer to strike back against a staff member for working out work environment rights. This can include retaliation for grumbling about discrimination, harassment, office security, unsettled overtime, or union arranging. Retaliatory acts include termination, failure to promote, or pay cuts. Retaliation can likewise consist of harassment or bullying developed to dissuade other staff members from making grievances or acting against the employer. Employees who know monetary or federal government fraud 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 concerning grant fraud, Medicare/Medicaid scams, and defense contracting fraud.

Every year companies in the United States underpay their employees 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 earnings of one-and-one-half times their regular per hour rate. Working off the clock, consisting of over lunch or after hours, is nearly always illegal. Only certain high-level supervisors, administrators, and specialists might be paid a salary in lieu of overtime. The exceptions are scarce.

While lots of workers are considered tipped staff members and are paid $2.13 per hour, overall compensation must be at least $7.25 per hour, including ideas. Additionally, employers must pay tipped staff members $5.12 instead 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 tips with kitchen area staff, janitors, or management.

Employees who get approved for household and medical leave are entitled to up to twelve weeks of leave. Leave can be for the care of a spouse, parent, or kid. 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 strike back versus staff members who are seeking leave, have departed, somalibidders.com or are returning from leave. After departing, an employee needs to be gone back to the exact same or an .

Under the Americans with Disabilities Act (“ADA”) an employer need to supply a handicapped staff member with reasonable lodgings. if it would enable the worker to perform the necessary functions of the task. Reasonable lodgings could include, customizing work schedules, brief term leave, working from home, or changing job responsibilities.

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