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Something About Company

Dallas Employment Lawyers

Rob Wiley, P.C. is a Dallas law firm representing workers in lawsuits versus employers. Typical cases consist of employment discrimination, retaliation, overdue or mispaid earnings, and failure to provide advantages like medical leave or sensible accommodation. We have been representing workers considering that 2000 and have assisted thousands of Dallas employees.

Our workplace is staffed by 6 attorneys focused exclusively on employment law. We workplace out of a brought back Victorian estate initially integrated in 1910. We lie in the State-Thomas area of Uptown Dallas.

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

Having practiced employment law for more than a decade, Rob Wiley understands it can be difficult to discover a qualified employment lawyer in Texas. The majority of our clients have never had to hire a lawyer before. We advise you ask these ten concerns to find the very best employment lawyer for you:

What portion of your practice is dedicated to employment law?The Law Office of Rob Wiley, P.C. devotes nearly all of our practice to work law.

Do you normally represent employees or businesses? More than 99% of our clients are employees. Our Dallas work lawyers strongly argue for implementing and broadening employee rights. Because we do not represent companies, employment we are not interested in losing service customers by passionately combating for 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 practice have the needed resources to handle my case? Yes. With 7 dedicated full-time attorneys in Dallas, we have the resources to handle most cases.

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

What do other work lawyers believe about you? Rob Wiley, Dallas employment legal representative, has an outstanding credibility. 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, employment 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 actually been invited to speak at various legal representative training conferences throughout the United States and globally.

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

Will you meet with me face-to-face for the initial consultation? Yes. We strongly advocate for face-to-face conferences. Most work cases are intricate. Our Dallas employment lawyers want to consult with you personally to have a significant discussion about your case.

Will I fulfill a real attorney for my initial consultation? Yes. Unlike lots of law practice, we do not utilize paralegals or non-lawyer staff for initial consultations.

Do you charge an initial consultation fee? If not, why not? Yes, we charge an assessment fee. By charging a speak with charge, we drastically lower the variety of initial assessments. This allows us to have an attorney present at every initial consultation. It likewise guarantees that the customers we see are severe about their case. We believe that most reputable employment attorneys charge for a preliminary consultation. In our opinion, work attorneys who do not charge for a preliminary seek advice from are typically not great.

The Law Office of Rob Wiley, P.C. represents staff members in a variety of conflicts with their companies. Many of our cases are before state and federal agencies 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 specific cases, we also represent employees in class or cumulative actions and .

Discrimination is forbidden 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 work with an attorney before submitting a claim with any government company such as the Equal Employment Opportunity Commission (EEOC). We routinely represent workers before federal government companies and in court.

It is illegal for an employer to allow a hostile workplace under numerous state and employment federal laws. Generally, a hostile workplace happens when a staff member experiences extreme or prevalent harassment. For instance, a supervisor who sexually bothers a subordinate can develop an illegal hostile workplace. Similarly, use of the “n-word,” taunting a handicapped worker, or demeaning an employee’s faiths could create a hostile work environment.

It is unlawful for an employer to retaliate against a staff member for working out workplace rights. This can consist of retaliation for complaining about discrimination, harassment, workplace security, unsettled overtime, or union organizing. Retaliatory acts consist of termination, failure to promote, or pay cuts. Retaliation can likewise consist of harassment or bullying created to dissuade other workers from making complaints or taking action versus the company. Employees who understand monetary or federal 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 fraud, 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 eligible to be paid (1) minimum wage which is currently $7.25 per hour, and (2) overtimes incomes of one-and-one-half times their regular per hour rate. Sweating off the clock, including over lunch or after hours, employment is often prohibited. Only particular top-level supervisors, administrators, and professionals might be paid a salary in lieu of overtime. The exceptions are scarce.

While lots of workers are considered tipped staff members and are paid $2.13 per hour, employment total settlement should be at least $7.25 per hour, consisting of ideas. Additionally, employers must pay tipped workers $5.12 instead of $2.13 or $3.20 when working overtime. It is prohibited for a dining establishment to require tipped staff members to pay breakage charges, walked tabs, or share tips with kitchen personnel, 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 on an intermittent, as needed basis. Employers can not retaliate versus staff members who are seeking leave, have departed, or are returning from leave. After taking leave, an employee needs to be gone back to the very same or an equivalent position.

Under the Americans with Disabilities Act (“ADA”) a company should provide a disabled worker with sensible lodgings. if it would enable the worker to perform the necessary functions of the job. Reasonable accommodations could include, customizing work schedules, brief term leave, working from home, or changing job responsibilities.

The due date to submit an employment claim can be extremely short. If you are experiencing issues in your workplace or have actually been fired, employment contact our office right away.