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About Us

Dallas Employment Lawyers

Rob Wiley, P.C. is a Dallas law office representing employees in lawsuits versus employers. Typical cases include work discrimination, retaliation, employment unsettled or mispaid earnings, and failure to provide advantages like medical leave or sensible lodging. We have actually been representing workers since 2000 and have actually helped thousands of Dallas workers.

Our office is staffed by six lawyers focused exclusively on work law. We workplace out of a brought back Victorian mansion initially built in 1910. We are situated in the State-Thomas area of Uptown Dallas.

If you are looking for an employment attorney to represent you in a legal dispute, please contact us.

Having practiced employment law for more than a years, Rob Wiley understands it can be difficult to discover a qualified employment attorney in Texas. Most of our customers have never ever needed to employ a lawyer before. We suggest you ask these ten concerns to discover the finest work attorney for you:

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

Do you generally represent employees or services? More than 99% of our customers are staff members. Our Dallas work attorneys strongly argue for enforcing and expanding worker rights. Because we do not represent employers, we are not worried with losing service clients by passionately battling for staff members.

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 needed resources to manage my case? Yes. With 7 devoted full-time lawyers in Dallas, we have the resources to handle most cases.

Are you a solo practitioner or does your firm staff member a number of lawyers that can help with my case? We are a genuine law company that interacts as a group.

What do other work attorneys consider you? Rob Wiley, Dallas work lawyer, employment 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 actually been called a Texas Super Lawyer by Thompson Reuters every year since 2014, called a Super Lawyers Rising Star from 2012-2013, and has been invited to speak at different legal representative training conferences across the United States and globally.

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

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

Will I meet an actual lawyer for my preliminary assessment? Yes. Unlike lots of law practice, we do not use paralegals or non-lawyer personnel for employment preliminary consultations.

Do you charge an initial consultation fee? If not, why not? Yes, we charge an assessment charge. By charging a seek advice from fee, we significantly decrease the variety of preliminary consultations. This permits 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 many reliable employment attorneys charge for an initial consultation. In our opinion, work legal representatives who do not charge for a preliminary speak with are normally not excellent.

The Law Office of Rob Wiley, P.C. represents employees in a variety of conflicts 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 the majority of our cases are private cases, we likewise represent employees in class or collective actions and complicated lawsuits.

Discrimination is restricted under Title VII of the Civil Liberty 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 hire an attorney before suing with any 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 an employer to permit a hostile work environment under a number of state and employment federal laws. Generally, a hostile work environment takes place when an employee experiences severe or pervasive harassment. For example, a manager who sexually bugs a subordinate can create an illegal hostile work environment. Similarly, usage of the “n-word,” taunting a handicapped employee, or demeaning a staff member’s religious beliefs could develop a hostile workplace.

It is prohibited for a company to strike back against an employee for working out office rights. This can include retaliation for complaining about discrimination, harassment, work environment safety, unpaid overtime, or union arranging. Retaliatory acts consist of termination, failure to promote, or pay cuts. Retaliation can also include harassment or bullying created to discourage other staff members from making grievances or doing something about it versus the company. Employees who know monetary or employment federal government scams might have unique whistleblower defenses. Our law office represents whistleblowers in procedures before the SEC, FINRA, and OSHA. We likewise represent whistleblowers in federal court actions concerning grant fraud, Medicare/Medicaid fraud, and defense contracting scams.

Every year companies in the United States underpay their staff members by billions of dollars. Most American workers are eligible to be paid (1) base pay which is presently $7.25 per hour, and (2) overtimes salaries of one-and-one-half times their routine hourly rate. Working off the clock, consisting of over lunch or after hours, is generally prohibited. Only specific top-level managers, administrators, and professionals might be paid a wage 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, total payment must be at least $7.25 per hour, consisting of ideas. Additionally, employers need to pay tipped employees $5.12 rather of $2.13 or $3.20 when working overtime. It is unlawful for a dining establishment to require tipped staff members to pay damage costs, strolled tabs, or share ideas with cooking area staff, janitors, or management.

Employees who receive family and medical leave are entitled to up to twelve weeks of leave. Leave can be for the care of a partner, parent, 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 required basis. Employers can not retaliate against employees who are looking for leave, have taken leave, or are returning from leave. After departing, a worker needs to be returned to the exact same or an equivalent position.

Under the Americans with Disabilities Act (“ADA”) a company need to provide a handicapped staff member with sensible accommodations. if it would enable the employee to carry out the vital functions of the task. Reasonable lodgings might consist of, modifying work schedules, employment short-term leave, working from home, or adjusting job duties.

The deadline to submit a work claim can be extremely brief. If you are experiencing problems in your office or have been fired, contact our workplace immediately.