Rob Wiley, P.C. is a Dallas law practice representing workers in claims versus companies. Typical cases consist of employment discrimination, retaliation, overdue or mispaid incomes, and failure to offer benefits like medical leave or affordable lodging. We have actually been representing workers since 2000 and have actually assisted countless Dallas employees.

Our workplace is staffed by 6 lawyers focused entirely on employment law. We office out of a restored Victorian estate originally integrated in 1910. We lie in the State-Thomas area of Uptown Dallas.

If you are trying to find a work attorney to represent you in a legal disagreement, please contact us.

Having practiced work law for more than a years, Rob Wiley understands it can be hard to find a qualified employment legal representative in Texas. The majority of our customers have actually never needed to hire an attorney before. We suggest you ask these ten questions to find the finest employment attorney for you:

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

Do you typically represent employees or services? More than 99% of our customers are staff members. Our Dallas employment attorneys strongly argue for implementing and broadening worker rights. Because we do not represent employers, we are not worried with losing business clients by passionately battling for 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 accredited Rob Wiley as an Expert in Labor and Employment Law.

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

Are you a solo professional or does your company staff member numerous attorneys that can help with my case? We are a real law practice that interacts as a group.

What do other employment lawyers think of you? Rob Wiley, Dallas employment lawyer, has an excellent reputation. Mr. Wiley is an elected 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 named a Texas Super Lawyer by Thompson Reuters every year since 2014, named a Super Lawyers Rising Star from 2012-2013, and has been welcomed to speak at various attorney training conferences throughout the United States and internationally.

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 with me in person for the preliminary consultation? Yes. We strongly advocate for face-to-face meetings. Most work cases are intricate. Our Dallas work legal representatives want to meet with you in person to have a significant conversation about your case.

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

Do you charge an initial assessment cost? If not, why not? Yes, we charge an assessment cost. By charging a speak with fee, we significantly lower the number of initial assessments. This permits us to have an attorney present at every initial consultation. It also ensures that the customers we see are severe about their case. We believe that many respectable work attorneys charge for a preliminary consultation. In our opinion, work lawyers who do not charge for a preliminary speak with are normally not great.

The Law Office of Rob Wiley, P.C. represents staff members in a range of disputes with their companies. 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 complicated litigation.

Discrimination is forbidden 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 necessary to hire an attorney before suing with any government agency such as the Equal Employment Opportunity Commission (EEOC). We regularly represent employees before government agencies and in court.

It is prohibited for an employer to allow a hostile work environment under several state and federal laws. Generally, a hostile workplace happens when a staff member experiences serious or pervasive harassment. For instance, a supervisor who sexually harasses a subordinate can create an unlawful hostile workplace. Similarly, use of the "n-word," taunting a disabled staff member, or demeaning a staff member's faiths could develop a hostile workplace.

It is unlawful for a company to retaliate against an employee for exercising workplace rights. This can include retaliation for grumbling about discrimination, harassment, office safety, unsettled overtime, or union arranging. Retaliatory acts consist of termination, failure to promote, or pay cuts. Retaliation can likewise include harassment or bullying designed to discourage other workers from making problems or acting versus the company. Employees who are mindful of monetary or government fraud might have unique whistleblower securities. Our law office represents whistleblowers in procedures before the SEC, FINRA, and OSHA. We likewise represent whistleblowers in federal court actions worrying grant fraud, Medicare/Medicaid scams, and defense contracting fraud.

Every year companies in the United States underpay their employees 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 incomes of one-and-one-half times their routine hourly rate. Working off the clock, consisting of over lunch or after hours, is often prohibited. Only particular high-level supervisors, administrators, and specialists may be paid an income in lieu of overtime. The exceptions are scarce.

While numerous staff members are considered tipped workers and are paid $2.13 per hour, overall compensation should be at least $7.25 per hour, including tips. Additionally, employers must pay tipped staff members $5.12 instead of $2.13 or $3.20 when working overtime. It is prohibited for a dining establishment to need tipped workers to pay damage fees, walked tabs, or share pointers with kitchen area staff, janitors, or management.

Employees who receive household and medical leave are entitled to as much as twelve weeks of leave. Leave can be for employment the care of a partner, parent, or kid. Employees can also take personal medical leave for their own serious medical condition. Importantly, leave can be taken in blocks or on a periodic, as needed basis. Employers can not strike back against workers who are seeking leave, have actually taken leave, or are returning from leave. After departing, an employee needs to be gone back to the exact same or an equivalent position.

Under the Americans with Disabilities Act ("ADA") a company should supply a handicapped staff member with reasonable lodgings. if it would enable the employee to carry out the important functions of the task. Reasonable lodgings could consist of, modifying work schedules, short-term leave, working from home, or changing task responsibilities.

The due date to file an employment claim can be incredibly brief. If you are experiencing problems in your office or have actually been fired, call our workplace immediately.