Dallas Employment Lawyers

Rob Wiley, P.C. is a Dallas law practice representing workers in claims versus employers. Typical cases consist of employment discrimination, retaliation, unsettled or mispaid wages, and failure to offer advantages like medical leave or sensible lodging. We have actually been representing workers given that 2000 and have helped thousands of Dallas employees.

Our office is staffed by 6 lawyers focused solely on work law. We office out of a restored Victorian estate originally constructed in 1910. We are located in the State-Thomas area of Uptown Dallas.

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

Having practiced employment law for more than a years, Rob Wiley understands it can be difficult to find a qualified work attorney in Texas. Most of our clients have actually never ever had to hire an attorney before. We suggest you ask these 10 concerns to find the finest employment legal representative for you:

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

Do you usually represent workers or services? More than 99% of our customers are staff members. Our Dallas employment attorneys strongly argue for implementing and broadening worker rights. Because we do not represent companies, we are not worried with losing service clients by passionately battling for workers.

Are you a Texas attorney who is Board Certified in Labor and 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 firm have the necessary resources to manage my case? Yes. With 7 dedicated full-time attorneys in Dallas, we have the resources to handle most cases.

Are you a solo specialist or does your firm worker several attorneys that can help with my case? We are a real law office that works together as a team.

What do other employment lawyers think about you? Rob Wiley, Dallas employment attorney, 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, called a Super Lawyers Rising Star from 2012-2013, and employment has actually been welcomed to speak at various legal representative training conferences across the United States and globally.

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

Will you consult with me face-to-face for the initial consultation? Yes. We highly advocate for face-to-face meetings. Most employment cases are complex. Our Dallas employment attorneys want to satisfy with you face to face to have a meaningful conversation about your case.

Will I meet a real attorney for my preliminary consultation? Yes. Unlike many law practice, we do not utilize paralegals or non-lawyer staff for preliminary assessments.

Do you charge a preliminary assessment cost? If not, why not? Yes, we charge an assessment cost. By charging a consult fee, we dramatically minimize the variety of initial assessments. This enables us to have an attorney present at every preliminary assessment. It also guarantees that the clients we see are serious about their case. Our company believe that most credible work attorneys charge for an initial consultation. In our opinion, work legal representatives who do not charge for a preliminary seek advice from are normally not excellent.

The Law Office of Rob Wiley, P.C. represents workers in a variety of disputes with their employers. Many of our cases are before state and federal firms like the EEOC, the Department of Labor, or employment the Texas Workforce Commission. Other cases are submitted in state or federal court. Although most of our cases are individual cases, we also represent employees in class or cumulative 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, employment 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 federal government agency such as the Equal Employment Opportunity Commission (EEOC). We regularly represent workers before government agencies and in court.

It is prohibited for an employer to allow a hostile work environment under a number of state and federal laws. Generally, a hostile work environment happens when an employee experiences serious or prevalent harassment. For example, a supervisor who sexually harasses a subordinate can develop an illegal hostile work environment. Similarly, use of the “n-word,” ridiculing a handicapped worker, or demeaning a worker’s faiths might develop a hostile work environment.

It is illegal for an employer to strike back versus an employee for working out work environment rights. This can include retaliation for complaining about discrimination, harassment, office security, unsettled overtime, or union organizing. Retaliatory acts consist of termination, failure to promote, or pay cuts. Retaliation can likewise include harassment or bullying created to discourage other workers from making complaints or taking action against the company. Employees who understand financial or government fraud might have unique whistleblower protections. Our law office represents whistleblowers in procedures before the SEC, FINRA, and OSHA. We also represent whistleblowers in federal court actions worrying grant scams, Medicare/Medicaid fraud, and employment defense contracting fraud.

Every year companies in the United States underpay their workers 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 hourly rate. Sweating off the clock, including over lunch or after hours, is almost always unlawful. Only specific high-level supervisors, administrators, and professionals might be paid a wage in lieu of overtime. The exceptions are rare.

While lots of 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 tips. Additionally, employers must pay tipped workers $5.12 instead of $2.13 or $3.20 when working overtime. It is unlawful for a dining establishment to need tipped workers to pay breakage fees, strolled tabs, or share tips with kitchen area personnel, janitors, or management.

Employees who receive family 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 medical condition. Importantly, leave can be taken in blocks or on a periodic, as needed basis. Employers can not strike back against staff members who are looking for employment leave, have departed, or are returning from leave. After departing, a staff member needs to be returned to the same or a comparable position.

Under the Americans with Disabilities Act (“ADA”) an employer should supply a disabled employee with reasonable lodgings. if it would enable the employee to carry out the vital functions of the task. Reasonable lodgings might include, customizing work schedules, short-term leave, working from home, or changing task duties.

The due date to file a work claim can be extremely brief. If you are experiencing issues in your work environment or have actually been fired, contact our workplace right away.