Dallas Employment Lawyers

Rob Wiley, P.C. is a Dallas law office representing employees in claims against companies. Typical cases consist of work discrimination, retaliation, unsettled or mispaid incomes, and failure to provide benefits like medical leave or employment reasonable lodging. We have actually been representing staff members because 2000 and have helped thousands of Dallas workers.

Our office is staffed by 6 lawyers focused entirely on work law. We office out of a brought back Victorian mansion initially integrated in 1910. We lie in the State-Thomas area of Uptown Dallas.

If you are trying to find an employment attorney to represent you in a legal disagreement, please call us.

Having practiced work law for more than a decade, Rob Wiley knows it can be hard to discover a qualified employment legal representative in Texas. Most of our customers have actually never ever needed to employ an attorney before. We advise you ask these ten concerns to discover the finest employment lawyer for you:

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

Do you generally represent workers or businesses? More than 99% of our clients are employees. Our Dallas employment attorneys strongly argue for implementing and expanding employee rights. Because we do not represent companies, we are not interested in losing organization customers by passionately defending employees.

Are you a Texas attorney 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 practice have the necessary resources to manage my case? Yes. With 7 devoted full-time lawyers in Dallas, we have the resources to deal with most cases.

Are you a solo professional or employment does your company employee that can assist with my case? We are a real law office that interacts as a team.

What do other work lawyers consider you? Rob Wiley, Dallas employment attorney, has an outstanding credibility. Mr. Wiley is an elected member of the Dallas Bar Association’s Employment Law Council, is the previous president of the Dallas-Fort Worth Employment Lawyers Association, has 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 invited to speak at various legal representative training conferences across the United States and internationally.

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 me face-to-face for the preliminary assessment? Yes. We highly advocate for in person conferences. Most employment cases are intricate. Our Dallas work lawyers desire to meet you in person to have a meaningful discussion about your case.

Will I satisfy a real attorney for my initial assessment? Yes. Unlike numerous law office, we do not use paralegals or non-lawyer personnel for initial assessments.

Do you charge a preliminary assessment charge? If not, why not? Yes, we charge an assessment cost. By charging a consult fee, we significantly lower the number of initial assessments. This enables us to have an attorney present at every preliminary consultation. It also makes sure that the clients we see are major about their case. We think that most trustworthy work lawyers charge for an initial assessment. In our opinion, work lawyers who do not charge for an initial seek advice from are usually not excellent.

The Law Office of Rob Wiley, P.C. represents workers in a range of disagreements with their companies. Many 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 the majority of our cases are individual cases, we likewise represent employees in class or collective actions and complex litigation.

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 necessary to employ a lawyer before suing with any federal government company such as the Equal Employment Opportunity Commission (EEOC). We routinely represent staff members before government companies and in court.

It is unlawful for a company to allow a hostile workplace under numerous state and federal laws. Generally, a hostile work environment occurs when an employee experiences severe or pervasive harassment. For example, a supervisor who sexually harasses a subordinate can create an unlawful hostile work environment. Similarly, use of the “n-word,” teasing a disabled staff member, or demeaning a worker’s faiths could create a hostile work environment.

It is prohibited for employment an employer to retaliate versus a worker for exercising work environment rights. This can include retaliation for grumbling about discrimination, harassment, workplace security, unpaid overtime, or employment union arranging. Retaliatory acts consist of termination, failure to promote, or pay cuts. Retaliation can likewise consist of harassment or bullying designed to discourage other employees from making problems or acting against the employer. Employees who know financial or government scams might have unique whistleblower protections. Our law workplace represents whistleblowers in procedures before the SEC, FINRA, and OSHA. We likewise represent whistleblowers in federal court actions concerning grant fraud, 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 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 routine per hour rate. Working off the clock, including over lunch or after hours, is usually unlawful. Only specific high-level managers, administrators, and experts might be paid a salary in lieu of overtime. The exceptions are scarce.

While lots of workers are thought about tipped employees and are paid $2.13 per hour, overall compensation must be at least $7.25 per hour, including pointers. Additionally, companies should pay tipped staff members $5.12 rather of $2.13 or $3.20 when working overtime. It is illegal for a dining establishment to require tipped staff members to pay damage charges, strolled tabs, or share suggestions with cooking area personnel, janitors, or management.

Employees who get approved for household and medical leave are entitled to up to twelve weeks of leave. Leave can be for the care of a partner, moms and dad, or kid. Employees can likewise take individual medical leave for their own serious medical condition. Importantly, leave can be taken in blocks or on an intermittent, as needed basis. Employers can not retaliate versus employees who are looking for leave, have actually taken leave, or are returning from leave. After departing, an employee needs to be gone back to the same or an equivalent position.

Under the Americans with Disabilities Act (“ADA”) a company need to provide a handicapped staff member with affordable lodgings. if it would permit the staff member to carry out the important functions of the task. Reasonable accommodations could consist of, customizing work schedules, short term leave, working from home, or adjusting job responsibilities.

The due date to file an employment claim can be extremely brief. If you are experiencing problems in your work environment or have actually been fired, contact our office immediately.