Dallas Employment Lawyers

Rob Wiley, P.C. is a Dallas law office representing workers in suits against employers. Typical cases include employment discrimination, retaliation, unpaid or mispaid wages, and failure to offer advantages like medical leave or affordable accommodation. We have actually been representing staff members because 2000 and have helped thousands of Dallas employees.

Our office is staffed by 6 lawyers focused exclusively on employment law. We office out of a restored Victorian estate initially integrated in 1910. We lie in the State-Thomas location of Uptown Dallas.

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

Having practiced work law for more than a decade, Rob Wiley knows it can be difficult to find a certified employment legal representative in Texas. The majority of our customers have actually never had to employ a legal representative before. We advise you ask these 10 questions to discover the very best work attorney for you:

What portion of your practice is dedicated to employment law?The Law Office of Rob Wiley, P.C. commits nearly all of our practice to employment law.

Do you generally represent employees or organizations? More than 99% of our customers are employees. Our Dallas work lawyers aggressively argue for enforcing and expanding worker rights. Because we do not represent employers, we are not worried about losing business clients 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 accredited Rob Wiley as a Professional in Labor and Employment Law.

Does your law office have the necessary resources to manage my case? Yes. With seven devoted 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 assist with my case? We are a real law office that collaborates as a team.

What do other employment legal representatives think about you? Rob Wiley, Dallas employment attorney, has an excellent reputation. 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 named a Texas Super Lawyer by Thompson Reuters every year given that 2014, called a Super Lawyers Rising Star from 2012-2013, and has been welcomed to speak at different attorney training conferences throughout 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 with me in person for the preliminary consultation? Yes. We strongly promote for face-to-face conferences. Most employment cases are complicated. Our Dallas work attorneys want to meet you in person to have a meaningful conversation about your case.

Will I meet an actual attorney for my initial consultation? Yes. Unlike lots of law practice, we do not use paralegals or non-lawyer staff for initial consultations.

Do you charge a preliminary consultation fee? If not, why not? Yes, we charge an assessment fee. By charging a seek advice from charge, we significantly reduce the number of initial assessments. This allows us to have a lawyer present at every preliminary consultation. It likewise guarantees that the clients we see are major employment about their case. We think that many reputable work attorneys charge for an initial assessment. In our opinion, employment lawyers who do not charge for a preliminary seek advice from are normally not excellent.

The Law Office of Rob Wiley, P.C. represents staff members in a variety of conflicts with their employers. Many of our cases are before state and federal companies like the EEOC, employment the Department of Labor, or the Texas Workforce Commission. Other cases are submitted in state or federal court. Although most of our cases are private cases, we also represent workers in class or collective actions and complicated litigation.

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, and other state and federal laws. In our experience, it is necessary to work with a lawyer before suing with any federal 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 numerous state and federal laws. Generally, a hostile workplace occurs when an employee experiences extreme or pervasive harassment. For employment example, employment a supervisor who sexually bothers a subordinate can create an unlawful hostile workplace. Similarly, use of the “n-word,” ridiculing a disabled worker, or demeaning a staff member’s religious beliefs might develop a hostile workplace.

It is unlawful for an employer to retaliate versus a staff member for exercising office rights. This can include retaliation for complaining about discrimination, harassment, office security, 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 deter other staff members from making problems or doing something about it against the employer. Employees who know monetary or federal government scams may have unique whistleblower securities. Our law office represents whistleblowers in procedures before the SEC, FINRA, and OSHA. We likewise represent whistleblowers in federal court actions worrying grant fraud, Medicare/Medicaid fraud, and defense contracting fraud.

Every year employers in the United States underpay their employees by billions of dollars. Most American workers are qualified to be paid (1) base pay which is presently $7.25 per hour, and (2) overtimes earnings of one-and-one-half times their rate. Working off the clock, consisting of over lunch or after hours, is usually unlawful. Only particular high-level managers, administrators, and experts might be paid a salary in lieu of overtime. The exceptions are few and far in between.

While numerous workers are considered tipped employees and are paid $2.13 per hour, overall settlement must be at least $7.25 per hour, consisting of suggestions. Additionally, employment companies should pay tipped staff members $5.12 rather of $2.13 or $3.20 when working overtime. It is unlawful for a dining establishment to need tipped staff members to pay breakage costs, strolled tabs, or share ideas with kitchen personnel, janitors, or management.

Employees who qualify for family and medical leave are entitled to as much as twelve weeks of leave. Leave can be for the care of a partner, moms and dad, or kid. Employees can likewise 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 workers who are seeking leave, have actually departed, or are returning from leave. After departing, a staff member should be gone back to the same or a comparable position.

Under the Americans with Disabilities Act (“ADA”) an employer need to supply a disabled worker with reasonable lodgings. if it would permit the employee to carry out the essential functions of the task. Reasonable lodgings could include, modifying work schedules, employment short term leave, working from home, or adjusting task responsibilities.

The due date to file a work claim can be extremely short. If you are experiencing issues in your office or have actually been fired, call our office immediately.