Dallas Employment Lawyers

Rob Wiley, P.C. is a Dallas law practice representing employees in claims against employers. Typical cases include employment discrimination, retaliation, unsettled or mispaid incomes, and failure to supply benefits like medical leave or sensible accommodation. We have been representing workers because 2000 and have helped thousands of Dallas employees.

Our office is staffed by 6 attorneys focused entirely on employment law. We office out of a brought back Victorian estate originally constructed in 1910. We are situated in the State-Thomas area of Uptown Dallas.

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

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

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

Do you usually represent workers or businesses? More than 99% of our clients are staff members. Our Dallas employment attorneys strongly argue for enforcing and broadening employee rights. Because we do not represent companies, we are not worried with losing business 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 an Expert in Labor and Employment Law.

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

Are you a solo specialist or does your company worker several lawyers that can assist with my case? We are a real law office that interacts as a group.

What do other work lawyers think of you? Rob Wiley, Dallas work attorney, 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 invited to speak at various lawyer training conferences throughout the United States and internationally.

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 me face-to-face for the preliminary consultation? Yes. We highly advocate for in person meetings. Most employment cases are complex. Our Dallas work lawyers wish to consult with you face to face to have a meaningful conversation about your case.

Will I meet an actual lawyer for my initial consultation? Yes. Unlike many law firms, we do not use paralegals or non-lawyer personnel for preliminary consultations.

Do you charge an initial assessment fee? If not, adremcareers.com why not? Yes, we charge a consultation cost. By charging a seek advice from charge, we significantly minimize the number of preliminary assessments. This allows us to have a lawyer present at every initial consultation. It also ensures that the clients we see are major about their case. We believe that the majority of credible work attorneys charge for an initial assessment. In our viewpoint, employment attorneys who do not charge for a preliminary seek advice from are usually not great.

The Law Office of Rob Wiley, P.C. represents staff members in a variety of conflicts 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 most of our cases are specific cases, we likewise represent workers in class or collective actions and complicated 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 very important to employ a lawyer before filing a claim with any government firm such as the Equal Job Opportunity Commission (EEOC). We frequently represent workers before government companies and in court.

It is illegal for a company to allow a hostile work environment under several state and federal laws. Generally, a hostile work environment occurs when a worker experiences extreme or pervasive harassment. For example, a manager who sexually bothers a subordinate can create an illegal hostile workplace. Similarly, use of the “n-word,” taunting a disabled worker, or demeaning a worker’s faiths could create a hostile workplace.

It is illegal for an employer to strike back against a staff member for working out workplace rights. This can consist of retaliation for grumbling about discrimination, harassment, office security, unpaid overtime, or union arranging. Retaliatory acts consist of termination, failure to promote, or pay cuts. Retaliation can also consist of harassment or bullying developed to dissuade other workers from making problems or taking action versus the company. Employees who understand financial or federal government scams might have unique whistleblower protections. Our law workplace represents whistleblowers in procedures before the SEC, FINRA, and OSHA. We also represent whistleblowers in federal court actions worrying grant fraud, Medicare/ fraud, and defense contracting scams.

Every year employers in the United States underpay their staff members by billions of dollars. Most American workers are qualified to be paid (1) base pay which is currently $7.25 per hour, and (2) overtimes wages of one-and-one-half times their regular per hour rate. Working off the clock, consisting of over lunch or after hours, is practically constantly unlawful. Only certain top-level managers, administrators, and professionals may be paid an income in lieu of overtime. The exceptions are rare.

While many workers are thought about tipped workers and are paid $2.13 per hour, total payment needs to be at least $7.25 per hour, including ideas. Additionally, employers need to pay tipped workers $5.12 instead of $2.13 or $3.20 when working overtime. It is illegal for a dining establishment to need tipped employees to pay breakage fees, walked tabs, or share ideas with kitchen area staff, referall.us janitors, or management.

Employees who receive 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 serious . Importantly, leave can be taken in blocks or on a periodic, as needed basis. Employers can not retaliate versus staff members who are seeking leave, have departed, or are returning from leave. After departing, an employee needs to be returned to the very same or a comparable position.

Under the Americans with Disabilities Act (“ADA”) a company must offer a disabled worker with affordable lodgings. if it would enable the employee to carry out the necessary functions of the task. Reasonable accommodations might include, modifying work schedules, brief term leave, working from home, or adjusting task tasks.

The due date to submit an employment claim can be exceptionally short. If you are experiencing issues in your work environment or have been fired, contact our workplace immediately.