Dallas Employment Lawyers

Rob Wiley, P.C. is a Dallas law practice representing employees in claims against companies. Typical cases consist of work discrimination, retaliation, unpaid or mispaid incomes, and failure to supply advantages like medical leave or reasonable lodging. We have actually been representing workers since 2000 and have assisted thousands of Dallas employees.

Our workplace is staffed by 6 attorneys focused exclusively on employment law. We office out of a restored Victorian mansion originally built in 1910. We are situated in the of Uptown Dallas.

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

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

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

Do you usually represent employees or organizations? More than 99% of our clients are employees. Our Dallas employment lawyers strongly argue for implementing and expanding employee rights. Because we do not represent employers, we are not interested in losing service 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 certified Rob Wiley as a Professional in Labor adremcareers.com and Employment Law.

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

Are you a solo specialist or does your firm staff member numerous attorneys that can assist with my case? We are a real law office that interacts as a group.

What do other work legal representatives think of you? Rob Wiley, Dallas employment legal representative, has an outstanding 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 been called a Texas Super Lawyer by Thompson Reuters every year given that 2014, called a Super Lawyers Rising Star from 2012-2013, and has been invited to speak at various legal representative training conferences throughout the United States and worldwide.

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

Will you meet with me face-to-face for the preliminary consultation? Yes. We strongly promote for in person conferences. Most work cases are intricate. Our Dallas work legal representatives desire to consult with you in individual to have a significant discussion about your case.

Will I fulfill a real attorney for my initial consultation? Yes. Unlike lots of law office, we do not use paralegals or non-lawyer staff for preliminary assessments.

Do you charge a preliminary assessment fee? If not, why not? Yes, we charge an assessment fee. By charging a speak with charge, we drastically minimize the variety of preliminary consultations. This permits us to have a lawyer present at every initial assessment. It also makes sure that the customers we see are severe about their case. Our company believe that the majority of credible employment lawyers charge for an initial assessment. In our opinion, work legal representatives who do not charge for a preliminary seek advice from are typically not excellent.

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

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 crucial to employ an attorney before submitting a claim with any federal government firm such as the Equal Employment Opportunity Commission (EEOC). We routinely represent staff members before federal government firms and in court.

It is unlawful for a company to allow a hostile workplace under numerous state and federal laws. Generally, referall.us a hostile workplace happens when a worker experiences serious or pervasive harassment. For instance, a manager who sexually harasses a subordinate can develop an unlawful hostile workplace. Similarly, usage of the “n-word,” teasing a disabled worker, or demeaning a worker’s faiths might produce a hostile work environment.

It is unlawful for an employer to retaliate versus a worker for working out office rights. This can consist of retaliation for complaining about discrimination, harassment, workplace 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 designed to discourage other employees from making grievances or doing something about it versus the employer. Employees who know financial or federal government scams may have unique whistleblower protections. Our law workplace represents whistleblowers in proceedings before the SEC, FINRA, and OSHA. We also represent whistleblowers in federal court actions worrying grant scams, 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) minimum wage which is currently $7.25 per hour, and (2) overtimes incomes of one-and-one-half times their regular per hour rate. Sweating off the clock, including over lunch or after hours, is often illegal. Only specific high-level supervisors, somalibidders.com administrators, and experts might be paid an income in lieu of overtime. The exceptions are scarce.

While many staff members are thought about tipped workers and are paid $2.13 per hour, overall compensation needs to be at least $7.25 per hour, consisting of tips. Additionally, companies need to pay tipped staff members $5.12 instead of $2.13 or $3.20 when working overtime. It is prohibited for a restaurant to need tipped workers to pay breakage fees, walked tabs, or share suggestions with kitchen area personnel, janitors, or management.

Employees who receive household 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 individual medical leave for their own major 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 taken leave, or are returning from leave. After departing, an employee should be gone back to the very same or a comparable position.

Under the Americans with Disabilities Act (“ADA”) a company need to offer a handicapped staff member with reasonable accommodations. if it would allow the employee to perform the necessary functions of the task. Reasonable lodgings could consist of, customizing work schedules, brief term leave, working from home, or changing task tasks.

The deadline to submit a work claim can be extremely short. If you are experiencing problems in your workplace or have been fired, call our workplace right away.