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Rob Wiley, P.C. is a Dallas law practice representing workers in suits against companies. Typical cases include employment discrimination, retaliation, unpaid or mispaid salaries, and failure to offer advantages like medical leave or reasonable accommodation. We have been representing staff members considering that 2000 and have assisted countless Dallas workers.

Our workplace is staffed by 6 attorneys focused entirely on work law. We office out of a restored Victorian mansion initially integrated in 1910. We are situated in the State-Thomas area of Uptown Dallas.

If you are searching for an employment lawyer to represent you in a legal conflict, please contact us.

Having practiced work law for more than a decade, Rob Wiley knows it can be tough to find a certified employment lawyer in Texas. The majority of our customers have actually never needed to employ a lawyer before. We recommend you ask these 10 questions to discover the finest work legal representative for you:

What percentage of your practice is devoted to work law?The Law Office of Rob Wiley, P.C. devotes practically all of our practice to employment law.

Do you generally represent workers or services? More than 99% of our clients are employees. Our Dallas employment lawyers aggressively argue for enforcing and expanding worker rights. Because we do not represent employers, we are not interested in losing service customers by passionately fighting 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 certified Rob Wiley as an Expert in Labor and Employment Law.

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

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

What do other work lawyers think about you? Rob Wiley, Dallas employment lawyer, has an excellent 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 been called 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 numerous lawyer training conferences across 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 satisfy with me face-to-face for the preliminary consultation? Yes. We highly promote for face-to-face meetings. Most employment cases are complicated. Our Dallas employment attorneys wish to fulfill with you in person to have a meaningful discussion about your case.

Will I fulfill a real lawyer for my initial assessment? Yes. Unlike many law office, we do not utilize paralegals or non-lawyer staff for preliminary consultations.

Do you charge an initial assessment charge? If not, why not? Yes, we charge an assessment cost. By charging a seek advice from cost, we dramatically reduce the number of initial consultations. This allows us to have a lawyer present at every preliminary assessment. It also makes sure that the clients we see are severe about their case. We think that the majority of reliable employment lawyers charge for a preliminary consultation. In our viewpoint, work lawyers who do not charge for employment an advice from are usually not great.

The Law Office of Rob Wiley, P.C. represents workers in a range of disagreements with their companies. 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 most of our cases are specific 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 necessary to work with a lawyer before submitting a claim with any federal government agency such as the Equal Job Opportunity Commission (EEOC). We frequently represent staff members before government firms and in court.

It is unlawful for a company to allow a hostile workplace under numerous state and federal laws. Generally, a hostile workplace happens when an employee experiences serious or prevalent harassment. For instance, a manager who sexually harasses a subordinate can create an unlawful hostile workplace. Similarly, use of the "n-word," ridiculing a handicapped worker, or demeaning a staff member's spiritual beliefs could create a hostile work environment.

It is unlawful for a company to retaliate against an employee for exercising office rights. This can include retaliation for grumbling 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 created to deter other staff members from making complaints or acting versus the company. Employees who know financial or government fraud may 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 scams, Medicare/Medicaid scams, and defense contracting fraud.

Every year companies in the United States underpay their employees by billions of dollars. Most American workers are eligible to be paid (1) minimum wage which is presently $7.25 per hour, and (2) overtimes salaries of one-and-one-half times their regular per hour rate. Working off the clock, consisting of over lunch or after hours, is often illegal. Only specific top-level supervisors, administrators, and professionals may be paid a salary in lieu of overtime. The exceptions are scarce.

While many staff members are considered tipped workers and are paid $2.13 per hour, total settlement should be at least $7.25 per hour, including pointers. Additionally, employers must pay tipped workers $5.12 rather of $2.13 or employment $3.20 when working overtime. It is unlawful for a dining establishment to need tipped staff members to pay breakage costs, strolled tabs, or share suggestions with kitchen area staff, janitors, or management.

Employees who receive family and medical leave are entitled to as much as twelve weeks of leave. Leave can be for the care of a partner, parent, or kid. Employees can also take individual medical leave for their own serious medical condition. Importantly, leave can be taken in blocks or on a periodic, as needed basis. Employers can not retaliate versus workers who are seeking leave, have departed, or are returning from leave. After departing, an employee needs to be returned to the same or a comparable position.

Under the Americans with Disabilities Act ("ADA") a company must offer a handicapped staff member with reasonable accommodations. if it would enable the employee to perform the important functions of the task. Reasonable lodgings could consist of, customizing work schedules, brief term leave, working from home, or adjusting task duties.

The due date to submit a work claim can be exceptionally brief. If you are experiencing problems in your workplace or have actually been fired, call our workplace instantly.