Dallas Employment Lawyers
Rob Wiley, P.C. is a Dallas law practice representing workers in suits versus employers. Typical cases consist of employment discrimination, retaliation, overdue or mispaid wages, and failure to supply advantages like medical leave or affordable lodging. We have been representing employees because 2000 and have helped thousands of Dallas employees.
Our workplace is staffed by six lawyers focused entirely on work law. We workplace out of a brought back Victorian estate initially constructed in 1910. We are located in the State-Thomas location of Uptown Dallas.
If you are trying to find a work legal representative to represent you in a legal disagreement, please contact us.
Having practiced employment law for more than a years, Rob Wiley understands it can be challenging to discover a qualified employment lawyer in Texas. Most of our customers have actually never ever had to work with an attorney before. We recommend you ask these 10 concerns to find the best employment lawyer for you:
What percentage of your practice is dedicated to work law?The of Rob Wiley, P.C. commits nearly all of our practice to employment law.
Do you generally represent workers or companies? More than 99% of our customers are staff members. Our Dallas work attorneys aggressively argue for enforcing and expanding worker rights. Because we do not represent employers, we are not worried about losing organization customers by passionately battling for workers.
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 accredited Rob Wiley as an Expert in Labor and Employment Law.
Does your law practice have the essential resources to handle my case? Yes. With seven devoted full-time attorneys in Dallas, we have the resources to handle most cases.
Are you a solo practitioner or does your company staff member numerous lawyers that can help with my case? We are a real law company that interacts as a group.
What do other work legal representatives consider you? Rob Wiley, Dallas employment attorney, has an outstanding reputation. Mr. Wiley is an elected member of the Dallas Bar Association’s Employment Law Council, is the past president of the Dallas-Fort Worth Employment Lawyers Association, has been named a Texas Super Lawyer by Thompson Reuters every year since 2014, named a Super Lawyers Rising Star from 2012-2013, and has been welcomed to speak at various lawyer training conferences throughout the United States and worldwide.
Have you ever been reprimanded or disciplined by a bar association? No. You can verify lawyer disciplinary history at www.texasbar.com.
Will you fulfill with me face-to-face for the initial assessment? Yes. We highly promote for face-to-face meetings. Most employment cases are intricate. Our Dallas employment attorneys wish to consult with you face to face to have a significant conversation about your case.
Will I meet a real lawyer for my preliminary consultation? Yes. Unlike many law practice, we do not use paralegals or non-lawyer personnel for initial consultations.
Do you charge a preliminary assessment cost? If not, why not? Yes, we charge a consultation cost. By charging a speak with cost, we considerably reduce the number of initial consultations. This permits us to have an attorney present at every preliminary assessment. It likewise guarantees that the clients we see are severe about their case. We think that many respectable employment attorneys charge for an initial assessment. In our opinion, employment attorneys who do not charge for an initial consult are normally not great.
The Law Office of Rob Wiley, P.C. represents workers in a variety of conflicts with their employers. Much 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 most of our cases are individual cases, we likewise represent employees in class or cumulative actions and complex lawsuits.
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 necessary to work with a lawyer before suing with any government company such as the Equal Employment Opportunity Commission (EEOC). We frequently represent staff members before federal government companies and in court.
It is unlawful for a company to permit a hostile work environment under several state and federal laws. Generally, a hostile workplace takes place when an employee experiences serious or prevalent harassment. For example, a manager who sexually bothers a subordinate can develop an illegal hostile workplace. Similarly, usage of the “n-word,” taunting a handicapped employee, or demeaning a worker’s religious beliefs might create a hostile workplace.
It is unlawful for an employer to retaliate versus a worker for exercising work environment rights. This can include retaliation for grumbling about discrimination, harassment, workplace security, overdue overtime, or union organizing. Retaliatory acts include termination, failure to promote, or pay cuts. Retaliation can likewise consist of harassment or bullying developed to dissuade other workers from making complaints or doing something about it versus the employer. Employees who know financial or federal government scams might have special whistleblower defenses. Our law workplace 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 companies 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 regular per hour rate. Sweating off the clock, including over lunch or after hours, is nearly always unlawful. Only particular high-level supervisors, administrators, and professionals might be paid an income in lieu of overtime. The exceptions are scarce.
While many workers are thought about tipped staff members and are paid $2.13 per hour, overall compensation should be at least $7.25 per hour, consisting of ideas. Additionally, companies should pay tipped workers $5.12 instead of $2.13 or $3.20 when working overtime. It is prohibited for a restaurant to need tipped workers to pay breakage fees, walked tabs, or share tips with cooking area staff, janitors, or referall.us 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 spouse, moms and dad, or child. Employees can also take individual 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 against employees who are seeking leave, have actually taken leave, or are returning from leave. After taking leave, a worker needs to be gone back to the exact same or an equivalent position.
Under the Americans with Disabilities Act (“ADA”) an employer must offer a disabled staff member with reasonable lodgings. if it would permit the worker to perform the essential functions of the task. Reasonable lodgings might consist of, modifying work schedules, short-term leave, working from home, or adjusting task tasks.
The due date to file a work claim can be incredibly brief. If you are experiencing issues in your work environment or have been fired, call our workplace instantly.
