Dallas Employment Lawyers

Rob Wiley, P.C. is a Dallas law office representing workers in claims versus companies. Typical cases consist of work discrimination, retaliation, overdue or mispaid salaries, and failure to offer benefits like medical leave or sensible . We have been representing employees considering that 2000 and have assisted countless Dallas workers.

Our office is staffed by six attorneys focused entirely on employment law. We office out of a brought back Victorian mansion originally integrated in 1910. We lie in the State-Thomas location of Uptown Dallas.

If you are looking for an employment legal representative to represent you in a legal disagreement, please call us.

Having practiced employment law for more than a years, Rob Wiley knows it can be difficult to find a certified work attorney in Texas. The majority of our clients have actually never ever needed to hire a legal representative before. We suggest you ask these ten questions to discover the finest work legal representative for you:

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

Do you usually represent employees or companies? More than 99% of our customers are employees. Our Dallas employment lawyers aggressively argue for implementing and expanding employee rights. Because we do not represent employers, we are not worried about losing company customers by passionately fighting for workers.

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 certified Rob Wiley as an Expert in Labor and Employment Law.

Does your law practice have the necessary resources to handle my case? Yes. With seven dedicated 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 several lawyers that can assist with my case? We are a genuine law firm that interacts as a group.

What do other employment legal representatives consider you? Rob Wiley, Dallas work lawyer, has an outstanding reputation. 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 considering that 2014, named a Super Lawyers Rising Star from 2012-2013, and has actually been invited to speak at different legal representative training conferences across the United States and globally.

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

Will you consult with me face-to-face for the initial consultation? Yes. We highly promote for face-to-face conferences. Most employment cases are intricate. Our Dallas employment attorneys wish to meet with you personally to have a meaningful conversation about your case.

Will I meet a real lawyer for my preliminary consultation? Yes. Unlike lots of law office, we do not utilize paralegals or non-lawyer personnel for preliminary assessments.

Do you charge an initial assessment charge? If not, why not? Yes, we charge an assessment fee. By charging a consult cost, we dramatically decrease the variety of initial assessments. This permits us to have a lawyer present at every initial assessment. It also ensures that the clients we see are severe about their case. Our company believe that most trustworthy employment lawyers charge for an initial consultation. In our viewpoint, work legal representatives who do not charge for an initial seek advice from are typically not great.

The Law Office of Rob Wiley, P.C. represents employees in a range of disagreements with their companies. A lot 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 many of our cases are specific cases, we likewise represent workers in class or cumulative actions and intricate litigation.

Discrimination is prohibited 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 federal laws. In our experience, it is very important to employ an attorney before submitting a claim with any government company such as the Equal Job Opportunity Commission (EEOC). We frequently represent workers before federal government agencies and in court.

It is illegal for an employer to permit a hostile work environment under several state and federal laws. Generally, a hostile work environment happens when a worker experiences extreme or pervasive harassment. For instance, a manager who sexually harasses a subordinate can create an illegal hostile workplace. Similarly, usage of the «n-word,» ridiculing a disabled staff member, or demeaning an employee’s faiths could produce a hostile workplace.

It is illegal for an employer to strike back against a worker for exercising workplace rights. This can include retaliation for grumbling about discrimination, harassment, work environment safety, unpaid overtime, referall.us or union arranging. Retaliatory acts consist of termination, failure to promote, or pay cuts. Retaliation can also include harassment or bullying developed to discourage other employees from making complaints or taking action versus the company. Employees who are aware of financial or government scams may have special whistleblower securities. Our law workplace represents whistleblowers in proceedings before the SEC, FINRA, and OSHA. We likewise represent whistleblowers in federal court actions worrying grant scams, Medicare/Medicaid scams, and defense contracting scams.

Every year employers in the United States underpay their staff members by billions of dollars. Most American employees are eligible 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 hourly rate. Working off the clock, consisting of over lunch or after hours, is often unlawful. Only particular top-level supervisors, administrators, and experts might be paid a wage 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 pointers. Additionally, companies need to pay tipped workers $5.12 instead of $2.13 or $3.20 when working overtime. It is prohibited for a restaurant to need tipped staff members to pay breakage fees, walked tabs, or share pointers with kitchen staff, janitors, or management.

Employees who get approved for family 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 also take personal medical leave for their own severe medical condition. Importantly, leave can be taken in blocks or on an intermittent, as required basis. Employers can not retaliate against staff members who are seeking leave, have taken leave, or are returning from leave. After taking leave, an employee should be gone back to the exact same or an equivalent position.

Under the Americans with Disabilities Act («ADA») a company must supply a handicapped worker with reasonable lodgings. if it would enable the staff member to carry out the essential functions of the task. Reasonable accommodations could consist of, customizing work schedules, brief term leave, working from home, or changing job tasks.

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