Dallas Employment Lawyers

Rob Wiley, employment P.C. is a Dallas law office representing workers in claims against employers. Typical cases consist of work discrimination, retaliation, employment overdue or mispaid incomes, and failure to offer benefits like medical leave or reasonable lodging. We have actually been representing workers considering that 2000 and have actually helped countless Dallas workers.

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

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

Having practiced work law for more than a years, Rob Wiley knows it can be hard to discover a qualified work legal representative in Texas. The majority of our customers have actually never needed to employ a legal representative before. We suggest you ask these 10 questions to find the very best work legal representative for you:

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

Do you generally represent employees or services? More than 99% of our customers are staff members. Our Dallas work attorneys aggressively argue for implementing and broadening worker rights. Because we do not represent employers, we are not worried about losing business clients by passionately defending staff members.

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 licensed Rob Wiley as a Professional in Labor and Employment Law.

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

Are you a solo professional or does your company staff member numerous lawyers that can assist with my case? We are a genuine law practice that collaborates as a team.

What do other employment legal representatives think of you? Rob Wiley, Dallas employment attorney, has an excellent reputation. 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 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 numerous legal representative training conferences across the United States and internationally.

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

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

Will I meet an actual attorney for my initial assessment? Yes. Unlike lots of law practice, we do not use paralegals or non-lawyer personnel for initial consultations.

Do you charge a preliminary consultation cost? If not, why not? Yes, we charge an assessment cost. By charging a consult fee, we significantly minimize the of preliminary consultations. This enables us to have a lawyer present at every preliminary consultation. It also ensures that the customers we see are serious about their case. We think that most reliable work lawyers charge for a preliminary assessment. In our viewpoint, employment lawyers who do not charge for a preliminary seek advice from are usually not excellent.

The Law Office of Rob Wiley, P.C. represents employees in a range of disputes with their employers. Much of our cases are before state and federal companies 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 private cases, we also represent employees in class or collective actions and complex lawsuits.

Discrimination is prohibited 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 important to employ a lawyer before suing with any federal government firm such as the Equal Employment Opportunity Commission (EEOC). We frequently represent staff members before federal government companies and employment in court.

It is unlawful for a company to allow a hostile workplace under several state and federal laws. Generally, a hostile work environment takes place when a staff member experiences serious or prevalent harassment. For example, a supervisor who sexually pesters a subordinate can develop an illegal hostile workplace. Similarly, usage of the "n-word," ridiculing a disabled staff member, or demeaning a staff member's spiritual beliefs could produce a hostile workplace.

It is illegal for an employer to strike back versus a worker for working out workplace rights. This can include retaliation for grumbling about discrimination, harassment, workplace safety, unpaid overtime, or union arranging. Retaliatory acts consist of termination, failure to promote, or pay cuts. Retaliation can likewise consist of harassment or bullying created to discourage other employees from making grievances or acting versus the company. Employees who are mindful of monetary or government fraud might have special whistleblower protections. Our law workplace represents whistleblowers in proceedings before the SEC, FINRA, and OSHA. We likewise represent whistleblowers in federal court actions concerning grant scams, Medicare/Medicaid fraud, and defense contracting scams.

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 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 generally illegal. Only particular high-level supervisors, administrators, and experts might be paid a wage in lieu of overtime. The exceptions are few and far in between.

While lots of employees are considered tipped staff members and are paid $2.13 per hour, total payment needs to be at least $7.25 per hour, consisting of tips. Additionally, employment employers need to pay tipped employees $5.12 instead of $2.13 or $3.20 when working overtime. It is prohibited for a restaurant to need tipped workers to pay damage charges, walked tabs, or share ideas with kitchen staff, janitors, or management.

Employees who get approved for family and medical leave are entitled to as much as twelve weeks of leave. Leave can be for the care of a partner, moms and dad, or child. Employees can also take personal medical leave for their own major medical condition. Importantly, leave can be taken in blocks or employment on a periodic, as required basis. Employers can not retaliate against staff members who are looking for leave, have taken leave, or are returning from leave. After departing, a staff member should be returned to the very same or an equivalent position.

Under the Americans with Disabilities Act ("ADA") a company need to provide a disabled employee with sensible lodgings. if it would allow the staff member to carry out the essential functions of the task. Reasonable lodgings might consist of, modifying work schedules, short term leave, working from home, or changing task responsibilities.

The deadline to file an employment claim can be exceptionally short. If you are experiencing problems in your office or have been fired, contact our workplace instantly.