Rob Wiley, P.C. is a Dallas law practice representing workers in lawsuits versus companies. Typical cases include employment discrimination, retaliation, unsettled or mispaid wages, and failure to supply benefits like medical leave or sensible lodging. We have actually been representing staff members given that 2000 and have assisted countless Dallas workers.

Our office is staffed by 6 attorneys focused entirely on work law. We workplace out of a brought back Victorian mansion originally integrated in 1910. We are situated in the State-Thomas location of Uptown Dallas.

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

Having practiced work law for more than a years, Rob Wiley understands it can be hard to discover a certified work legal representative in Texas. The majority of our customers have actually never ever needed to employ an attorney before. We recommend you ask these ten concerns to discover the best employment legal representative for you:

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


Do you normally represent employees or services? More than 99% of our customers are staff members. Our Dallas employment lawyers aggressively argue for imposing and expanding worker rights. Because we do not represent companies, we are not worried about losing organization clients by passionately defending 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 licensed Rob Wiley as a Professional in Labor and Employment Law.


Does your law office have the required resources to handle my case? Yes. With seven devoted full-time attorneys in Dallas, we have the resources to deal with most cases.


Are you a solo practitioner or does your firm employee a number of attorneys that can assist with my case? We are a real law practice that collaborates as a group.


What do other employment attorneys think of you? Rob Wiley, Dallas work lawyer, has an exceptional track record. 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 been named a Texas Super Lawyer by Thompson Reuters every year considering that 2014, named a Super Lawyers Rising Star from 2012-2013, and has actually been invited to speak at different attorney training conferences throughout the United States and globally.


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


Will you meet with me face-to-face for the initial consultation? Yes. We strongly promote for in person conferences. Most employment cases are complicated. Our Dallas work lawyers wish to consult with you face to face to have a significant conversation about your case.


Will I fulfill a real attorney for my initial consultation? Yes. Unlike many law practice, we do not use paralegals or non-lawyer staff for preliminary assessments.


Do you charge a preliminary consultation charge? If not, why not? Yes, we charge a consultation fee. By charging a seek advice from fee, we considerably decrease the number of initial consultations. This permits us to have an attorney present at every preliminary assessment. It likewise guarantees that the clients we see are major about their case. Our company believe that a lot of trustworthy work attorneys charge for a preliminary consultation. In our opinion, work lawyers who do not charge for a preliminary seek advice from are typically not great.


The Law Office of Rob Wiley, P.C. represents workers 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 filed in state or federal court. Although the majority of our cases are individual cases, we also represent employees in class or employment cumulative actions and intricate litigation.

Discrimination is restricted under Title VII of the Civil Rights Act of 1964, the Americans with Disabilities Act, employment the Age Discrimination in Employment Act, the Pregnancy Discrimination Act, and other state and federal laws. In our experience, it is important to hire an attorney before suing with any federal government company such as the Equal Job Opportunity Commission (EEOC). We frequently represent workers before federal government companies and in court.

It is illegal for a company to allow a hostile work environment under a number of state and federal laws. Generally, a hostile workplace takes place when a staff member experiences severe or employment prevalent harassment. For instance, a manager who sexually bothers a subordinate can create an unlawful hostile work environment. Similarly, usage of the "n-word," ridiculing a handicapped employee, or demeaning a staff member's religions might develop a hostile workplace.

It is illegal for a company to strike back against an employee for working out work environment rights. This can include retaliation for grumbling about discrimination, harassment, work environment safety, unsettled overtime, or union organizing. Retaliatory acts include termination, failure to promote, or pay cuts. Retaliation can also consist of harassment or bullying developed to deter other workers from making grievances or doing something about it versus the employer. Employees who understand financial or government fraud may have special whistleblower defenses. Our law workplace represents whistleblowers in procedures before the SEC, FINRA, and OSHA. We also represent whistleblowers in federal court actions concerning grant fraud, employment Medicare/Medicaid fraud, and defense contracting scams.

Every year companies in the United States underpay their employees by billions of dollars. Most American employees are qualified to be paid (1) minimum wage which is presently $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 usually prohibited. Only particular top-level supervisors, administrators, and may be paid an income in lieu of overtime. The exceptions are rare.

While numerous staff members are considered tipped employees and are paid $2.13 per hour, total compensation should be at least $7.25 per hour, consisting of suggestions. Additionally, companies need to pay tipped workers $5.12 instead of $2.13 or $3.20 when working overtime. It is prohibited for a dining establishment to need tipped staff members to pay damage charges, walked tabs, or share tips with cooking area personnel, 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 spouse, parent, or employment child. Employees can likewise take individual medical leave for their own serious medical condition. Importantly, leave can be taken in blocks or on an intermittent, as needed basis. Employers can not retaliate versus workers who are looking for leave, have actually taken leave, or are returning from leave. After taking leave, an employee needs to be gone back to the same or a comparable position.

Under the Americans with Disabilities Act ("ADA") an employer need to provide a disabled staff member with sensible accommodations. if it would enable the employee to perform the important functions of the task. Reasonable accommodations could include, modifying work schedules, short-term leave, working from home, or changing job duties.

The deadline to submit an employment claim can be incredibly short. If you are experiencing problems in your work environment or have been fired, contact our office immediately.