Dallas Employment Lawyers

Rob Wiley, P.C. is a Dallas law practice representing workers in lawsuits versus companies. Typical cases include employment discrimination, retaliation, overdue or mispaid salaries, and failure to supply advantages like medical leave or sensible accommodation. We have actually been representing workers because 2000 and have actually helped countless Dallas workers.

Our office is staffed by six lawyers 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 trying to find an employment attorney to represent you in a legal conflict, please call us.

Having practiced employment law for more than a years, Rob Wiley understands it can be difficult to discover a certified work lawyer in Texas. The majority of our customers have never had to employ a legal representative before. We advise you ask these ten concerns to find the finest work lawyer for you:

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

Do you normally represent workers or businesses? More than 99% of our clients are workers. Our Dallas work lawyers aggressively argue for imposing and expanding worker rights. Because we do not represent employers, we are not interested in losing company 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 licensed Rob Wiley as a Specialist in Labor and Employment Law.

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

Are you a solo specialist or does your company worker a number of lawyers that can assist with my case? We are a real law practice that works together as a group.

What do other work lawyers consider you? Rob Wiley, Dallas work lawyer, has an exceptional 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 actually been called a Texas Super Lawyer by Thompson Reuters every year since 2014, called a Super Lawyers Rising Star from 2012-2013, and has been welcomed to speak at numerous lawyer training conferences throughout the United States and internationally.

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

Will you fulfill with me in person for the initial assessment? Yes. We strongly promote for in person meetings. Most work cases are complicated. Our Dallas work lawyers wish to meet you in person to have a significant conversation about your case.

Will I fulfill a real lawyer for my preliminary assessment? Yes. Unlike many law practice, we do not utilize paralegals or non-lawyer personnel for preliminary assessments.

Do you charge an initial consultation fee? If not, why not? Yes, we charge an assessment fee. By charging a speak with cost, we dramatically decrease the number of initial consultations. This enables us to have an attorney present at every initial consultation. It likewise ensures that the clients we see are serious about their case. We think that a lot of trustworthy work lawyers charge for a preliminary consultation. In our viewpoint, work attorneys who do not charge for an initial consult are generally not great.

The Law Office of Rob Wiley, P.C. represents employees in a range of disputes with their employers. 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 the majority of our cases are individual cases, we likewise represent workers in class or cumulative actions and intricate lawsuits.

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 employment other state and federal laws. In our experience, it is crucial to employ a lawyer before suing with any federal government company such as the Equal Employment Opportunity Commission (EEOC). We regularly represent workers before federal government companies and in court.

It is for an employer to allow a hostile workplace under a number of state and federal laws. Generally, a hostile work environment occurs when a worker experiences extreme or prevalent harassment. For example, a manager who sexually bugs a subordinate can develop an illegal hostile workplace. Similarly, usage of the « n-word, » teasing a disabled employee, or demeaning a staff member’s religious beliefs could develop a hostile work environment.

It is illegal for an employer to strike back against an employee for working out workplace rights. This can include retaliation for complaining about discrimination, harassment, work environment safety, overdue overtime, or union organizing. Retaliatory acts consist of termination, failure to promote, or pay cuts. Retaliation can likewise consist of harassment or bullying developed to discourage other employees from making problems or taking action against the company. Employees who know monetary or government fraud may have special whistleblower protections. Our law workplace represents whistleblowers in procedures before the SEC, FINRA, and OSHA. We likewise represent whistleblowers in federal court actions concerning grant scams, Medicare/Medicaid scams, and employment defense contracting scams.

Every year companies in the United States underpay their employees by billions of dollars. Most American workers are qualified to be paid (1) base pay which is presently $7.25 per hour, and (2) overtimes earnings of one-and-one-half times their routine per hour rate. Sweating off the clock, consisting of over lunch or after hours, is often prohibited. Only specific high-level supervisors, administrators, and specialists may be paid an income in lieu of overtime. The exceptions are rare.

While numerous employees are considered tipped employees and employment are paid $2.13 per hour, total payment should be at least $7.25 per hour, including tips. Additionally, companies should 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 staff members to pay damage costs, strolled tabs, or share pointers with cooking area personnel, janitors, or management.

Employees who certify for family and medical leave are entitled to approximately twelve weeks of leave. Leave can be for the care of a spouse, parent, or kid. 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 required basis. Employers can not strike back against staff members who are seeking leave, have taken leave, or are returning from leave. After departing, a worker needs to be gone back to the very same or an equivalent position.

Under the Americans with Disabilities Act (« ADA ») a company should supply a disabled staff member with reasonable lodgings. if it would allow the worker to perform the necessary functions of the job. Reasonable accommodations could consist of, customizing work schedules, short-term leave, working from home, or changing job responsibilities.

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