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Dallas Employment Lawyers

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

Our workplace is staffed by six attorneys focused solely on employment law. We office out of a brought back Victorian mansion originally integrated in 1910. We are situated in the State-Thomas location of Uptown Dallas.

If you are searching for a work attorney to represent you in a legal conflict, please call us.

Having practiced work law for more than a years, Rob Wiley knows it can be challenging to discover a qualified employment lawyer in Texas. The majority of our customers have actually never had to employ a lawyer before. We suggest you ask these 10 concerns to the best work attorney for you:

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


Do you usually represent employees or companies? More than 99% of our customers are staff members. Our Dallas employment attorneys strongly argue for enforcing and broadening employee rights. Because we do not represent employers, we are not interested in losing company clients by passionately combating 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 actually accredited 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 dedicated full-time attorneys in Dallas, we have the resources to manage most cases.


Are you a solo practitioner or does your company staff member several attorneys that can help with my case? We are a real law firm that interacts as a team.


What do other work legal representatives believe about you? Rob Wiley, Dallas employment lawyer, has an outstanding 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 since 2014, named a Super Lawyers Rising Star from 2012-2013, and has actually been welcomed 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 confirm attorney disciplinary history at www.texasbar.com.


Will you consult with me in person for the initial assessment? Yes. We highly promote for face-to-face meetings. Most work cases are complicated. Our Dallas employment attorneys wish to consult with you personally to have a meaningful discussion about your case.


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


Do you charge an initial consultation cost? If not, why not? Yes, employment we charge a consultation fee. By charging a seek advice from charge, we drastically minimize the variety of initial assessments. This allows us to have an attorney present at every preliminary consultation. It likewise guarantees that the clients we see are serious about their case. We believe that many respectable employment attorneys charge for a preliminary assessment. In our viewpoint, employment lawyers who do not charge for an initial speak with are typically not great.


The Law Office of Rob Wiley, P.C. represents workers in a variety of disagreements with their companies. 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 filed in state or federal court. Although most of our cases are private cases, we likewise represent employees in class or cumulative actions and intricate litigation.

Discrimination is restricted 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 hire a lawyer before suing with any government company such as the Equal Employment Opportunity Commission (EEOC). We frequently represent staff members before government agencies and in court.

It is unlawful for a company to allow a hostile work environment under numerous state and federal laws. Generally, a hostile work environment takes place when a worker experiences serious or prevalent harassment. For instance, a manager who sexually pesters a subordinate can create an unlawful hostile work environment. Similarly, use of the "n-word," teasing a handicapped staff member, or demeaning an employee's religions might produce a hostile work environment.

It is prohibited for an employer to retaliate versus an employee for working out work environment rights. This can include retaliation for complaining about discrimination, harassment, workplace security, overdue overtime, or union arranging. Retaliatory acts include termination, failure to promote, or pay cuts. Retaliation can likewise consist of harassment or bullying developed to deter other staff members from making complaints or taking action against the company. Employees who understand monetary or government scams may have unique whistleblower protections. Our law workplace represents whistleblowers in proceedings before the SEC, FINRA, and OSHA. We likewise represent whistleblowers in federal court actions worrying grant scams, 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 eligible to be paid (1) minimum wage which is currently $7.25 per hour, and (2) overtimes salaries of one-and-one-half times their regular hourly rate. Sweating off the clock, consisting of over lunch or after hours, is practically always prohibited. Only specific high-level managers, administrators, and professionals might be paid a wage in lieu of overtime. The exceptions are rare.

While lots of workers are thought about tipped employees and are paid $2.13 per hour, overall settlement needs to be at least $7.25 per hour, consisting of pointers. Additionally, employers need to pay tipped employees $5.12 instead of $2.13 or $3.20 when working overtime. It is illegal for a dining establishment to require tipped staff members to pay breakage fees, strolled tabs, or share suggestions with kitchen personnel, janitors, or management.

Employees who qualify for family and medical leave are entitled to approximately 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 serious 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 looking for leave, have taken leave, or are returning from leave. After taking leave, an employee should be gone back to the very same or a comparable position.

Under the Americans with Disabilities Act ("ADA") a company should offer a disabled employee with reasonable accommodations. if it would allow the employee to carry out the vital functions of the job. Reasonable lodgings might include, customizing work schedules, employment short-term leave, working from home, or changing task duties.

The due date to file an employment claim can be exceptionally short. If you are experiencing issues in your office or have actually been fired, call our office immediately.