Dallas Employment Lawyers

Rob Wiley, P.C. is a Dallas law company representing workers in lawsuits versus companies. Typical cases include employment discrimination, retaliation, overdue or mispaid incomes, and failure to offer advantages like medical leave or reasonable accommodation. We have been representing workers because 2000 and somalibidders.com have actually assisted thousands of Dallas workers.

Our workplace is staffed by 6 lawyers focused entirely on employment law. We office out of a restored Victorian estate initially constructed in 1910. We lie in the State-Thomas location of Uptown Dallas.

If you are looking for a work lawyer to represent you in a legal dispute, please contact us.

Having practiced employment law for more than a years, Rob Wiley knows it can be tough to discover a qualified work legal representative in Texas. Most of our clients have actually never ever needed to work with a legal representative before. We suggest you ask these ten questions to discover the finest work legal representative for you:

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

Do you typically represent employees or services? More than 99% of our clients are employees. Our Dallas work attorneys strongly argue for enforcing and expanding worker rights. Because we do not represent companies, we are not concerned with losing business clients by passionately defending employees.

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 in Labor and Employment Law.

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

Are you a solo professional or does your firm worker a number of attorneys that can assist with my case? We are a genuine law company that interacts as a group.

What do other work legal representatives think of you? Rob Wiley, Dallas work attorney, has an exceptional 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 been called a Texas Super Lawyer by Thompson Reuters every year because 2014, called a Super Lawyers Rising Star from 2012-2013, and has actually been invited to speak at numerous lawyer training conferences across the United States and internationally.

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

Will you consult with me face-to-face for the preliminary consultation? Yes. We highly advocate for face-to-face meetings. Most employment cases are complex. Our Dallas work lawyers wish to meet you personally to have a meaningful discussion about your case.

Will I satisfy an actual attorney for my initial assessment? Yes. Unlike many law practice, we do not utilize paralegals or non-lawyer staff for preliminary assessments.

Do you charge a preliminary assessment charge? If not, why not? Yes, we charge a consultation charge. By charging a speak with fee, we significantly minimize the number of preliminary consultations. This allows us to have a lawyer present at every preliminary assessment. It likewise makes sure that the clients we see are serious about their case. Our company believe that a lot of respectable employment lawyers charge for a preliminary assessment. In our viewpoint, employment lawyers who do not charge for a preliminary seek advice from are usually not great.

The Law Office of Rob Wiley, P.C. represents staff members in a range of conflicts with their employers. A lot of our cases are before state and federal firms like the EEOC, the Department of Labor, or the Texas Workforce Commission. Other cases are filed in state or federal court. Although many of our cases are private cases, we also represent workers in class or collective actions and complex 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 other state and federal laws. In our experience, it is very important to employ an attorney before suing with any federal government company such as the Equal Job Opportunity Commission (EEOC). We routinely represent staff members before federal government firms and in court.

It is prohibited for a company to allow a hostile workplace under several state and federal laws. Generally, a hostile work environment happens when an employee experiences serious or pervasive harassment. For instance, a supervisor who sexually pesters a subordinate can produce an illegal hostile workplace. Similarly, usage of the “n-word,” ridiculing a disabled worker, or demeaning a worker’s faiths might produce a hostile work environment.

It is unlawful for an employer to retaliate against an employee for exercising work environment rights. This can consist of retaliation for grumbling about discrimination, harassment, office safety, unsettled overtime, or union organizing. Retaliatory acts include termination, adremcareers.com failure to promote, or pay cuts. Retaliation can also consist of harassment or bullying created to deter other employees from making problems or doing something about it versus the company. Employees who are mindful of monetary or referall.us 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 concerning grant fraud, Medicare/Medicaid scams, and defense contracting fraud.

Every year employers in the United States underpay their staff members by billions of dollars. Most American workers are qualified to be paid (1) minimum wage which is presently $7.25 per hour, and (2) overtimes incomes of one-and-one-half times their routine per hour rate. Working off the clock, consisting of over lunch or after hours, is usually illegal. Only specific high-level supervisors, administrators, and professionals might be paid an income in lieu of overtime. The exceptions are scarce.

While many employees are thought about tipped workers and are paid $2.13 per hour, total payment needs to be at least $7.25 per hour, consisting of suggestions. 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 require tipped workers to pay damage costs, walked tabs, or share ideas with cooking area personnel, janitors, or management.

Employees who qualify for household 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 serious medical condition. Importantly, leave can be taken in blocks or 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 exact same or an equivalent position.

Under the Americans with Disabilities Act (“ADA”) a company should offer a disabled worker with reasonable accommodations. if it would allow the worker to carry out the vital functions of the job. Reasonable lodgings could include, customizing work schedules, brief term leave, working from home, or adjusting job tasks.

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