Dallas Employment Lawyers

Rob Wiley, P.C. is a Dallas law company representing employees in claims against companies. Typical cases consist of work discrimination, job retaliation, unpaid or mispaid earnings, and failure to provide advantages like medical leave or sensible lodging. We have been representing staff members since 2000 and have actually helped thousands of Dallas employees.

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

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

Having practiced employment law for more than a years, Rob Wiley understands it can be challenging to discover a qualified employment attorney in Texas. Most of our clients have actually never ever needed to work with a lawyer before. We advise you ask these ten questions to find the very best work lawyer for you:

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

Do you typically represent workers or services? More than 99% of our clients are workers. Our Dallas work lawyers aggressively argue for implementing and expanding worker rights. Because we do not represent companies, we are not worried about losing company 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 actually accredited Rob Wiley as a Professional in Labor and Employment Law.

Does your law office have the essential resources to manage my case? Yes. With seven devoted full-time lawyers in Dallas, we have the resources to deal with most cases.

Are you a solo practitioner or does your firm employee numerous attorneys that can assist with my case? We are a genuine law firm that works together as a group.

What do other work lawyers believe about you? Rob Wiley, Dallas employment lawyer, has an excellent credibility. 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, named a Super Lawyers Rising Star from 2012-2013, and has been invited to speak at numerous lawyer training conferences across the United States and worldwide.

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

Will you meet me face-to-face for the preliminary consultation? Yes. We strongly promote for in person conferences. Most employment cases are complex. Our Dallas work attorneys desire to meet you face to face to have a meaningful conversation about your case.

Will I satisfy a real attorney for my preliminary consultation? Yes. Unlike lots of law companies, we do not utilize paralegals or non-lawyer staff for preliminary assessments.

Do you charge an initial consultation cost? If not, why not? Yes, we charge an assessment charge. By charging a speak with charge, we dramatically reduce the variety of initial assessments. This enables us to have an attorney present at every initial consultation. It likewise makes sure that the clients we see are severe about their case. We think that a lot of reliable employment lawyers charge for an initial consultation. In our opinion, work attorneys who do not charge for an initial seek advice from are normally not excellent.

The Law Office of Rob Wiley, P.C. represents workers in a variety of conflicts with their employers. A number of our cases are before state and federal companies 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 employees in class or collective actions and intricate lawsuits.

Discrimination 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 very important to work with an attorney before suing with any government agency such as the Equal Employment Opportunity Commission (EEOC). We frequently represent staff members before government agencies and in court.

It is unlawful for a company to permit a hostile workplace under several state and federal laws. Generally, a hostile work environment happens when a worker experiences serious or prevalent harassment. For example, a manager who sexually bothers a subordinate can develop an unlawful hostile work environment. Similarly, usage of the “n-word,” taunting a handicapped worker, or demeaning a staff member’s faiths might develop a hostile work environment.

It is prohibited for a company to retaliate against a worker for job exercising work environment rights. This can consist of retaliation for complaining about discrimination, harassment, work environment security, unsettled overtime, or union organizing. Retaliatory acts consist of termination, failure to promote, or pay cuts. Retaliation can also include harassment or bullying designed to deter other employees from making problems or taking action against the company. Employees who know monetary or federal government scams might have special whistleblower protections. Our law office represents whistleblowers in proceedings before the SEC, FINRA, and job OSHA. We likewise represent whistleblowers in federal court actions worrying grant scams, Medicare/Medicaid scams, and defense contracting fraud.

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

While many employees are considered tipped employees and are paid $2.13 per hour, overall settlement needs to be at least $7.25 per hour, consisting of suggestions. Additionally, employers must pay tipped employees $5.12 rather of $2.13 or $3.20 when working . It is illegal for a restaurant to need tipped workers to pay breakage costs, walked tabs, or share pointers with kitchen staff, janitors, or management.

Employees who receive family and medical leave are entitled to approximately twelve weeks of leave. Leave can be for the care of a spouse, moms and dad, or child. Employees can also take personal 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 strike back against workers who are looking for leave, have actually departed, or are returning from leave. After taking leave, an employee needs to be returned to the exact same or an equivalent position.

Under the Americans with Disabilities Act (“ADA”) an employer must supply a disabled worker with sensible accommodations. if it would enable the staff member to carry out the necessary functions of the task. Reasonable accommodations could consist of, customizing work schedules, short-term leave, working from home, or changing job tasks.

The due date to file an employment claim can be exceptionally brief. If you are experiencing problems in your workplace or have been fired, call our workplace right away.