Dallas Employment Lawyers
Rob Wiley, P.C. is a Dallas law company representing workers in lawsuits versus employers. Typical cases consist of work discrimination, retaliation, unsettled or mispaid salaries, and failure to offer advantages like medical leave or affordable accommodation. We have been representing staff members since 2000 and have helped countless Dallas employees.
Our workplace is staffed by six lawyers focused entirely on work law. We office out of a brought back Victorian estate originally integrated in 1910. We lie in the State-Thomas location of Uptown Dallas.
If you are trying to find an employment legal representative 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 tough to find a qualified work attorney in Texas. Most of our customers have never needed to work with a legal representative before. We recommend you ask these ten questions to find the finest work lawyer for employment you:
What portion of your practice is devoted to employment law?The Law Office of Rob Wiley, P.C. dedicates almost all of our practice to employment law.
Do you normally represent employees or organizations? More than 99% of our customers are workers. Our Dallas work attorneys aggressively argue for imposing and expanding employee rights. Because we do not represent companies, we are not worried about losing service clients by passionately defending 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 certified Rob Wiley as a Professional in Labor and Employment Law.
Does your law office have the essential resources to handle my case? Yes. With 7 dedicated full-time attorneys in Dallas, we have the resources to handle most cases.
Are you a solo practitioner or does your company staff member a number of attorneys that can assist with my case? We are a genuine law practice that interacts as a team.
What do other work legal representatives think of you? Rob Wiley, Dallas work lawyer, has an excellent track record. 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 considering that 2014, named a Super Lawyers Rising Star from 2012-2013, and has been invited to speak at different lawyer training conferences across the United States and internationally.
Have you ever been reprimanded or disciplined by a bar association? No. You can verify lawyer disciplinary history at www.texasbar.com.
Will you satisfy with me face-to-face for the preliminary assessment? Yes. We highly promote for in person meetings. Most employment cases are complicated. Our Dallas work lawyers want to meet with you in person to have a meaningful discussion about your case.
Will I meet a real lawyer for employment my initial assessment? Yes. Unlike many law companies, we do not utilize paralegals or non-lawyer personnel for preliminary consultations.
Do you charge an initial consultation cost? If not, why not? Yes, we charge a consultation cost. By charging a speak with charge, employment we significantly reduce the number of initial consultations. This permits us to have an attorney present at every preliminary assessment. It also makes sure that the customers we see are major about their case. Our company believe that most reliable work lawyers charge for a preliminary consultation. In our viewpoint, employment legal representatives who do not charge for a preliminary speak with are normally not great.
The Law Office of Rob Wiley, P.C. represents employees in a variety of disagreements with their employers. Many of our cases are before state and federal agencies 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 individual cases, we likewise represent workers in class or collective actions and intricate 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 important to employ a lawyer before suing with any government firm such as the Equal Job Opportunity Commission (EEOC). We routinely represent employees before government companies and in court.
It is prohibited for a company to permit a hostile workplace under a number of state and federal laws. Generally, a hostile work environment happens when a staff member experiences severe or prevalent harassment. For example, a manager who sexually harasses a subordinate can create an illegal hostile work environment. Similarly, use of the “n-word,” teasing a handicapped employee, or demeaning a staff member’s religious beliefs could develop a hostile workplace.
It is illegal for an employer to strike back against a worker for exercising workplace rights. This can include retaliation for about discrimination, harassment, office safety, unpaid overtime, or union arranging. Retaliatory acts consist of termination, failure to promote, or pay cuts. Retaliation can also consist of harassment or bullying designed to deter other workers from making problems or employment taking action versus the company. Employees who are mindful of monetary or federal government scams may have unique whistleblower protections. Our law office 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 staff members by billions of dollars. Most American employees are eligible to be paid (1) minimum wage which is currently $7.25 per hour, and (2) overtimes incomes of one-and-one-half times their regular hourly rate. Working off the clock, consisting of over lunch or after hours, is generally prohibited. Only certain top-level supervisors, administrators, and experts may be paid a salary in lieu of overtime. The exceptions are scarce.
While many employees are thought about tipped workers and are paid $2.13 per hour, overall payment needs to be at least $7.25 per hour, including ideas. Additionally, companies must pay tipped employees $5.12 rather of $2.13 or $3.20 when working overtime. It is prohibited for a dining establishment to require tipped workers to pay breakage charges, walked tabs, or share tips with cooking area personnel, janitors, or management.
Employees who qualify for 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 individual medical leave for their own severe medical condition. Importantly, leave can be taken in blocks or on an intermittent, as needed basis. Employers can not strike back versus staff members who are looking for leave, have actually departed, or are returning from leave. After taking leave, an employee must be gone back to the very same or a comparable position.
Under the Americans with Disabilities Act (“ADA”) an employer should offer a disabled staff member with affordable accommodations. if it would permit the employee to perform the vital functions of the job. Reasonable lodgings could include, customizing work schedules, employment short-term leave, working from home, or adjusting task tasks.
The deadline to file a work claim can be extremely short. If you are experiencing problems in your office or have actually been fired, contact our workplace instantly.