Dallas Employment Lawyers

Rob Wiley, P.C. is a Dallas law company representing workers in suits against companies. Typical cases include employment discrimination, retaliation, overdue or mispaid earnings, and failure to supply benefits like medical leave or somalibidders.com sensible accommodation. We have been representing staff members given that 2000 and have actually assisted thousands of Dallas employees.

Our office is staffed by six attorneys focused exclusively on employment law. We workplace out of a brought back Victorian estate initially built in 1910. We are located in the State-Thomas location of Uptown Dallas.

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

Having practiced employment law for more than a years, Rob Wiley understands it can be difficult to find a certified work attorney in Texas. The majority of our customers have never had to employ a lawyer before. We advise you ask these 10 questions to discover the finest work legal representative for you:

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

Do you usually represent workers or businesses? More than 99% of our customers are workers. Our Dallas employment lawyers strongly argue for implementing and broadening employee rights. Because we do not represent employers, we are not interested in losing business customers by passionately fighting for referall.us 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 Professional in Labor and Employment Law.

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

Are you a solo professional or does your firm employee numerous lawyers that can help with my case? We are a genuine law firm that interacts as a team.

What do other work attorneys think of you? Rob Wiley, Dallas employment attorney, has an outstanding 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 Association, has actually been named a Texas Super Lawyer by Thompson Reuters every year since 2014, named a Super Lawyers Rising Star from 2012-2013, and has actually been invited to speak at various lawyer training conferences across 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 meet me face-to-face for the initial consultation? Yes. We highly promote for face-to-face conferences. Most employment cases are intricate. Our Dallas employment legal representatives want to consult with you in person to have a significant discussion about your case.

Will I meet a real lawyer for my preliminary consultation? Yes. Unlike numerous law office, 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 an assessment cost. By charging a seek advice from charge, we considerably lower the number of initial assessments. This enables us to have an attorney present at every initial consultation. It also guarantees that the customers we see are major about their case. Our company believe that a lot of respectable work lawyers charge for an initial assessment. In our viewpoint, employment lawyers who do not charge for an initial consult are generally not very excellent.

The Law Office of Rob Wiley, P.C. represents employees in a variety of conflicts with their companies. A number of our cases are before state and federal firms 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 private cases, we also represent workers in class or collective actions and complex 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 essential to work with a lawyer before filing a claim with any federal government agency such as the Equal Employment Opportunity Commission (EEOC). We routinely represent employees before government companies and in court.

It is prohibited for an employer to allow a hostile workplace under several state and federal laws. Generally, a hostile workplace happens when a worker experiences extreme or pervasive harassment. For example, a supervisor who sexually bugs a subordinate can create an unlawful hostile work environment. Similarly, usage of the ”n-word,” taunting a disabled staff member, or demeaning a worker’s religious beliefs might develop a hostile workplace.

It is unlawful for an employer to strike back versus a worker for working out office rights. This can consist of retaliation for complaining about discrimination, harassment, office safety, unsettled overtime, or union arranging. Retaliatory acts consist of termination, failure to promote, or pay cuts. Retaliation can also consist of harassment or bullying developed to dissuade other employees from making grievances or taking action versus the company. Employees who are conscious of monetary or government fraud might 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 employers in the United States underpay their workers 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 earnings of one-and-one-half times their routine per hour rate. Working off the clock, including over lunch or after hours, is generally illegal. Only certain high-level supervisors, administrators, and experts might be paid a salary in lieu of overtime. The exceptions are rare.

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

Employees who get approved for family and medical leave are entitled to approximately 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 required basis. Employers can not strike back against workers who are looking for leave, have actually departed, or are returning from leave. After taking leave, a staff member needs to be returned to the very same or a comparable position.

Under the Americans with Disabilities Act (”ADA”) a company should provide a handicapped employee with reasonable lodgings. if it would permit the worker to perform the necessary functions of the task. Reasonable lodgings could consist of, modifying work schedules, short-term leave, working from home, or adjusting task tasks.

The deadline to file a work claim can be exceptionally brief. If you are experiencing problems in your work environment or have been fired, call our office right away.