Dallas Employment Lawyers
Rob Wiley, P.C. is a Dallas law office representing employees in suits against companies. Typical cases consist of employment discrimination, retaliation, unpaid or mispaid incomes, and failure to supply advantages like medical leave or reasonable lodging. We have actually been representing staff members because 2000 and have assisted countless Dallas workers.
Our workplace is staffed by 6 lawyers focused solely on employment law. We office out of a brought back Victorian estate initially constructed in 1910. We are situated in the State-Thomas location of Uptown Dallas.
If you are trying to find a work legal representative to represent you in a legal dispute, please contact us.
Having practiced work law for employment more than a years, Rob Wiley knows it can be tough to discover a qualified work legal representative in Texas. Most of our clients have never had to employ a lawyer before. We recommend you ask these ten concerns to find the finest work lawyer for you:
What percentage of your practice is devoted to work law?The Law Office of Rob Wiley, P.C. devotes almost all of our practice to employment law.
Do you generally represent workers or organizations? More than 99% of our clients are staff members. Our Dallas work attorneys aggressively argue for enforcing and expanding employee rights. Because we do not represent companies, we are not worried with losing business clients by passionately battling for workers.
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 accredited Rob Wiley as an Expert in Labor and Employment Law.
Does your law office have the necessary resources to handle my case? Yes. With seven devoted full-time attorneys in Dallas, we have the resources to manage most cases.
Are you a solo specialist or does your firm staff member several attorneys that can assist with my case? We are a real law practice that interacts as a team.
What do other employment attorneys think of you? Rob Wiley, Dallas work lawyer, has an outstanding track record. Mr. Wiley is a chosen member of the Dallas Bar Association’s Employment Law Council, is the past president of the Dallas-Fort Worth Employment Lawyers Association, has been called a Texas Super Lawyer by Thompson Reuters every year because 2014, named a Super Lawyers Rising Star from 2012-2013, and has been invited to speak at various lawyer training conferences throughout the United States and worldwide.
Have you ever been reprimanded or disciplined by a bar association? No. You can verify attorney disciplinary history at www.texasbar.com.
Will you consult with me face-to-face for the preliminary consultation? Yes. We highly advocate for in person conferences. Most employment cases are complicated. Our Dallas employment legal representatives want to fulfill with you in person to have a meaningful conversation about your case.
Will I satisfy a real attorney for my initial consultation? Yes. Unlike numerous law practice, we do not use paralegals or non-lawyer personnel for initial consultations.
Do you charge a preliminary consultation cost? If not, employment why not? Yes, we charge a consultation cost. By charging a seek advice from fee, we drastically minimize the variety of preliminary consultations. This permits us to have an attorney present at every preliminary consultation. It likewise ensures that the customers we see are severe about their case. Our company believe that the majority of credible employment lawyers charge for a preliminary consultation. In our opinion, employment lawyers who do not charge for a preliminary seek advice from are generally not excellent.
The Law Office of Rob Wiley, P.C. represents workers in a range of disagreements with their companies. Much 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 employees in class or cumulative actions and complex lawsuits.
Discrimination is prohibited 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 crucial to hire an attorney before submitting a claim with any government company such as the Equal Employment Opportunity Commission (EEOC). We regularly represent staff members before government firms and in court.
It is prohibited for a company to allow a hostile workplace under numerous state and federal laws. Generally, a hostile workplace happens when a staff member experiences serious or prevalent harassment. For example, a manager who sexually pesters a subordinate can create an unlawful hostile workplace. Similarly, usage of the “n-word,” ridiculing a handicapped employee, or demeaning an employee’s faiths could develop a hostile workplace.
It is prohibited for a company to strike back versus a staff member for working out work environment rights. This can include retaliation for complaining about discrimination, harassment, work environment safety, overdue overtime, or union organizing. Retaliatory acts include termination, failure to promote, or pay cuts. Retaliation can also include harassment or bullying created to deter other employees from making grievances or taking action against the employer. Employees who understand financial or government fraud may have unique whistleblower defenses. Our law workplace represents whistleblowers in procedures before the SEC, FINRA, and OSHA. We likewise represent whistleblowers in federal court actions concerning grant fraud, Medicare/Medicaid scams, employment and defense contracting scams.
Every year companies 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. Sweating off the clock, including over lunch or after hours, is often prohibited. Only specific high-level managers, employment administrators, and specialists might be paid a wage in lieu of overtime. The exceptions are rare.
While many staff members are thought about tipped staff members and are paid $2.13 per hour, total settlement needs to be at least $7.25 per hour, consisting of suggestions. Additionally, employers need to pay tipped workers $5.12 rather of $2.13 or $3.20 when working overtime. It is prohibited for a restaurant to require tipped workers to pay damage costs, walked tabs, or share suggestions with kitchen 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 kid. Employees can likewise take individual medical leave for their own severe medical condition. Importantly, leave can be taken in blocks or on an intermittent, as required basis. Employers can not employees who are seeking leave, have taken leave, or employment are returning from leave. After taking leave, a staff member should be returned to the exact same or a comparable position.
Under the Americans with Disabilities Act (“ADA”) an employer must supply a disabled staff member with reasonable lodgings. if it would allow the employee to carry out the vital functions of the task. Reasonable accommodations might include, employment modifying work schedules, short term leave, working from home, or adjusting job responsibilities.
The deadline to file an employment claim can be incredibly brief. If you are experiencing issues in your office or have been fired, contact our workplace right away.