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About Us

Dallas Employment Lawyers

Rob Wiley, P.C. is a Dallas law company representing workers in claims against companies. Typical cases include work discrimination, retaliation, overdue or mispaid salaries, and failure to supply benefits like medical leave or sensible lodging. We have been representing staff members considering that 2000 and have assisted thousands of Dallas workers.

Our workplace is staffed by 6 lawyers focused solely on work law. We workplace out of a restored Victorian estate initially constructed in 1910. We are located in the State-Thomas area of Uptown Dallas.

If you are looking for a work legal representative to represent you in a legal dispute, please contact us.

Having practiced employment law for more than a decade, Rob Wiley knows it can be hard to find a qualified work attorney in Texas. The majority of our customers have actually never needed to employ an attorney before. We suggest you ask these ten questions to discover the very best employment attorney for employment you:

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

Do you normally represent workers or organizations? More than 99% of our customers are employees. Our Dallas employment lawyers aggressively argue for implementing and broadening worker rights. Because we do not represent employers, we are not interested in losing company customers 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 licensed Rob Wiley as a Professional in Labor and Employment Law.

Does your law office have the necessary resources to manage my case? Yes. With 7 dedicated full-time attorneys in Dallas, we have the resources to manage most cases.

Are you a solo professional or does your company staff member a number of lawyers that can assist with my case? We are a genuine law office that works together as a team.

What do other employment attorneys believe about you? Rob Wiley, Dallas work lawyer, has an outstanding reputation. 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 because 2014, called a Super Lawyers Rising Star from 2012-2013, and has been welcomed 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 meet me in person for the preliminary consultation? Yes. We strongly advocate for face-to-face conferences. Most employment cases are intricate. Our Dallas work lawyers wish to meet you personally to have a meaningful conversation about your case.

Will I meet an actual lawyer for my initial consultation? Yes. Unlike many law practice, we do not use paralegals or non-lawyer personnel for preliminary consultations.

Do you charge a preliminary consultation cost? If not, why not? Yes, we charge an assessment fee. By charging a consult cost, we significantly reduce the variety of preliminary consultations. This allows us to have a lawyer present at every initial consultation. It likewise ensures that the clients we see are serious about their case. We think that the majority of trustworthy work attorneys charge for an initial assessment. In our opinion, employment legal representatives who do not charge for a preliminary seek advice from are generally not great.

The Law Office of Rob Wiley, P.C. represents workers in a variety of conflicts with their employers. Many 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 specific cases, we likewise represent employees in class or cumulative actions and employment complicated litigation.

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, employment it is necessary to work with an attorney before suing with any government company such as the Equal Job Opportunity Commission (EEOC). We regularly represent staff members before federal government firms and in court.

It is prohibited for a company to allow a hostile workplace under several state and federal laws. Generally, a hostile workplace happens when an employee experiences extreme or prevalent harassment. For instance, a supervisor who sexually bugs a subordinate can produce an unlawful hostile work environment. Similarly, use of the “n-word,” taunting a disabled worker, or demeaning a staff member’s religions could develop a hostile work environment.

It is prohibited for a company to strike back versus an employee for working out workplace rights. This can include retaliation for complaining about discrimination, harassment, office security, unsettled overtime, or union organizing. Retaliatory acts consist of termination, failure to promote, or pay cuts. Retaliation can also include harassment or bullying designed to deter other staff members from making grievances or employment taking action against the employer. Employees who know financial or government scams might have unique whistleblower . 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 scams, and defense contracting scams.

Every year companies in the United States underpay their workers by billions of dollars. Most American employees are eligible to be paid (1) base pay which is currently $7.25 per hour, and (2) overtimes earnings of one-and-one-half times their routine per hour rate. Sweating off the clock, consisting of over lunch or after hours, is practically always illegal. Only specific high-level supervisors, administrators, and professionals may be paid a salary in lieu of overtime. The exceptions are scarce.

While many employees are thought about tipped employees and are paid $2.13 per hour, total settlement should be at least $7.25 per hour, including pointers. Additionally, employment employers should pay tipped staff members $5.12 instead of $2.13 or $3.20 when working overtime. It is illegal for a dining establishment to need tipped staff members to pay breakage charges, strolled tabs, or share pointers with cooking area personnel, 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, moms and dad, or kid. 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 versus staff members who are looking for leave, employment have actually departed, or are returning from leave. After taking leave, a staff member should be gone back to the very same or an equivalent position.

Under the Americans with Disabilities Act (“ADA”) an employer should supply a handicapped employee with affordable accommodations. if it would allow the staff member to perform the essential functions of the job. Reasonable lodgings might consist of, customizing work schedules, short-term leave, working from home, or changing job duties.

The due date to submit a work claim can be extremely brief. If you are experiencing issues in your work environment or have actually been fired, contact our workplace right away.