Dallas Employment Lawyers

Rob Wiley, P.C. is a Dallas law company representing employees in suits against employers. Typical cases include employment discrimination, retaliation, unsettled or mispaid wages, and failure to offer benefits like medical leave or affordable accommodation. We have been representing employees given that 2000 and have actually helped countless Dallas workers.

Our workplace is staffed by 6 attorneys focused solely on work law. We office out of a restored Victorian estate initially integrated in 1910. We are situated in the State-Thomas location of Uptown Dallas.

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

Having practiced work law for more than a years, Rob Wiley understands it can be difficult to find a qualified employment lawyer in Texas. Most of our clients have never had to hire a legal representative before. We suggest you ask these 10 questions to discover the best employment lawyer for you:

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

Do you generally represent employees or services? More than 99% of our clients are staff members. Our Dallas work attorneys strongly argue for enforcing and expanding worker rights. Because we do not represent employers, we are not worried about losing organization clients by passionately battling for 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 certified Rob Wiley as a Professional in Labor and Employment Law.

Does your law firm have the needed resources to handle my case? Yes. With seven devoted full-time attorneys in Dallas, we have the resources to deal with most cases.

Are you a solo practitioner or does your company staff member a number of attorneys that can help with my case? We are a genuine law office that collaborates as a group.

What do other employment attorneys consider you? Rob Wiley, Dallas employment legal representative, has an excellent credibility. 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 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 various attorney training conferences throughout the United States and globally.

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

Will you consult with me in person for the preliminary consultation? Yes. We highly advocate for face-to-face meetings. Most work cases are complicated. Our Dallas employment legal representatives desire to meet you personally to have a meaningful conversation about your case.

Will I fulfill an actual lawyer for my initial assessment? Yes. Unlike lots of law firms, we do not use paralegals or for initial assessments.

Do you charge a preliminary consultation fee? If not, why not? Yes, we charge a consultation fee. By charging a seek advice from fee, we significantly decrease the number of initial assessments. This allows us to have an attorney present at every initial assessment. It also guarantees that the clients we see are major about their case. We think that the majority of respectable work lawyers charge for a preliminary assessment. In our viewpoint, employment attorneys who do not charge for a preliminary consult are generally not great.

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

Discrimination is restricted 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 referall.us federal laws. In our experience, it is crucial to hire an attorney before suing with any federal government company such as the Equal Job Opportunity Commission (EEOC). We frequently represent workers before government companies and in court.

It is unlawful for a company to permit a hostile work environment under a number of state and federal laws. Generally, a hostile work environment takes place when a staff member experiences severe or pervasive harassment. For example, a supervisor who sexually harasses a subordinate can produce an unlawful hostile work environment. Similarly, use of the “n-word,” teasing a handicapped staff member, or demeaning a worker’s religions could develop a hostile work environment.

It is prohibited for an employer to strike back against a worker for exercising office rights. This can include retaliation for grumbling about discrimination, harassment, work environment safety, unsettled overtime, or union organizing. Retaliatory acts include termination, failure to promote, or pay cuts. Retaliation can likewise consist of harassment or bullying designed to discourage other employees from making grievances or doing something about it against the company. Employees who are conscious of financial or federal government scams might 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 fraud, and defense contracting fraud.

Every year companies in the United States underpay their staff members by billions of dollars. Most American employees are qualified to be paid (1) base pay which is presently $7.25 per hour, and (2) overtimes salaries of one-and-one-half times their routine per hour rate. Sweating off the clock, somalibidders.com including over lunch or after hours, is practically constantly prohibited. Only specific top-level supervisors, administrators, and professionals might be paid an income in lieu of overtime. The exceptions are rare.

While many staff members are considered tipped staff members and are paid $2.13 per hour, total payment should be at least $7.25 per hour, including pointers. Additionally, employers must pay tipped workers $5.12 rather of $2.13 or $3.20 when working overtime. It is illegal for a dining establishment to need tipped employees to pay damage costs, strolled tabs, or share ideas with cooking area personnel, janitors, or management.

Employees who get approved for family and medical leave are entitled to approximately twelve weeks of leave. Leave can be for the care of a spouse, parent, or kid. Employees can also take individual medical leave for their own serious medical condition. Importantly, leave can be taken in blocks or on a periodic, as required basis. Employers can not retaliate against employees who are looking for leave, have actually taken leave, or are returning from leave. After departing, an employee should be returned to the same or an equivalent position.

Under the Americans with Disabilities Act (“ADA”) a company must supply a handicapped staff member with sensible lodgings. if it would permit the worker to perform the essential functions of the job. Reasonable accommodations might consist of, customizing work schedules, brief term leave, working from home, or adjusting job duties.

The deadline to file an employment claim can be incredibly brief. If you are experiencing issues in your office or have actually been fired, contact our workplace instantly.