Dallas Employment Lawyers

Rob Wiley, P.C. is a Dallas law practice representing workers in claims versus companies. Typical cases consist of work discrimination, retaliation, unsettled or mispaid salaries, and failure to offer advantages like medical leave or affordable lodging. We have been representing workers considering that 2000 and have helped countless Dallas workers.

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

If you are looking for a work attorney to represent you in a legal disagreement, please call us.

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

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

Do you usually represent employees or organizations? More than 99% of our clients are staff members. Our Dallas employment attorneys aggressively argue for enforcing and broadening employee rights. Because we do not represent employers, we are not worried with losing service clients by passionately fighting for workers.

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 essential resources to handle my case? Yes. With 7 devoted full-time attorneys in Dallas, we have the resources to deal with most cases.

Are you a solo practitioner or does your company employee numerous lawyers that can help with my case? We are a genuine law practice that works together as a group.

What do other work lawyers think of you? Rob Wiley, Dallas work legal representative, has an exceptional track record. 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 actually been called a Texas Super Lawyer by Thompson Reuters every year considering that 2014, named a Super Lawyers Rising Star from 2012-2013, and has been welcomed to speak at different legal representative training conferences across the United States and globally.

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

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

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

Do you charge an initial assessment fee? If not, why not? Yes, we charge an assessment charge. By charging a seek advice from fee, somalibidders.com we significantly decrease the number of preliminary consultations. This allows us to have a lawyer present at every preliminary assessment. It also ensures that the customers we see are major about their case. We believe that many credible work attorneys charge for an initial consultation. In our opinion, work legal representatives who do not charge for a preliminary speak with are generally not great.

The Law Office of Rob Wiley, P.C. represents employees in a range of disputes with their employers. Many 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 many of our cases are individual cases, we likewise represent employees in class or cumulative actions and complex litigation.

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 essential to employ an attorney before submitting a claim with any federal government firm such as the Equal Job Opportunity Commission (EEOC). We routinely represent workers before government companies and referall.us in court.

It is unlawful for an employer to permit a hostile work environment under several state and federal laws. Generally, a hostile workplace takes place when a worker experiences severe or pervasive harassment. For example, a manager who sexually bugs a subordinate can produce an illegal hostile work environment. Similarly, usage of the “n-word,” taunting a disabled employee, or demeaning a staff member’s religions could create a hostile workplace.

It is illegal for an employer to retaliate against a worker for exercising work environment rights. This can consist of retaliation for grumbling about discrimination, harassment, work environment security, unpaid overtime, or union organizing. Retaliatory acts consist of termination, failure to promote, or pay cuts. Retaliation can also consist of harassment or bullying created to discourage other workers from making complaints or doing something about it versus the employer. Employees who are conscious of monetary or government scams might have special whistleblower defenses. Our law workplace represents whistleblowers in proceedings before the SEC, FINRA, and OSHA. We likewise represent whistleblowers in federal court actions worrying grant fraud, Medicare/Medicaid fraud, and defense contracting scams.

Every year companies in the United States underpay their workers by billions of dollars. Most American workers are eligible to be paid (1) minimum wage which is presently $7.25 per hour, and (2) overtimes salaries of one-and-one-half times their regular hourly rate. Working off the clock, consisting of over lunch or after hours, is usually illegal. Only particular top-level supervisors, administrators, and experts might be paid an income in lieu of overtime. The exceptions are scarce.

While lots of staff members are considered tipped workers and are paid $2.13 per hour, overall compensation must be at least $7.25 per hour, consisting of ideas. Additionally, companies need to pay tipped staff members $5.12 rather of $2.13 or $3.20 when working overtime. It is illegal for a restaurant to require tipped staff members to pay breakage charges, strolled tabs, or share pointers with kitchen staff, janitors, or management.

Employees who qualify for household and medical leave are entitled to up to twelve weeks of leave. Leave can be for the care of a partner, parent, or child. Employees can likewise take individual medical leave for their own severe medical condition. Importantly, leave can be taken in blocks or on a periodic, as required basis. Employers can not retaliate against staff members who are seeking leave, have actually taken leave, or are returning from leave. After departing, an employee needs to be returned to the same or a comparable position.

Under the Americans with Disabilities Act (“ADA”) an employer must provide a handicapped worker with sensible accommodations. if it would permit the employee to carry out the vital functions of the task. Reasonable lodgings could include, customizing work schedules, short-term leave, working from home, or adjusting job responsibilities.

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