Rob Wiley, P.C. is a Dallas law practice representing employees in suits versus companies. Typical cases consist of employment discrimination, retaliation, unsettled or mispaid earnings, and failure to offer benefits like medical leave or sensible accommodation. We have actually been representing staff members because 2000 and have assisted countless Dallas workers.

Our office is staffed by six attorneys focused exclusively on employment law. We workplace out of a brought back Victorian mansion originally built in 1910. We lie in the State-Thomas location of Uptown Dallas.

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

Having practiced work law for more than a decade, Rob Wiley knows it can be tough to find a certified employment lawyer in Texas. Most of our clients have actually never ever needed to work with an attorney before. We advise you ask these ten questions to find the finest work lawyer for you:

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


Do you usually represent employees or services? More than 99% of our customers are staff members. Our Dallas work lawyers strongly argue for imposing and broadening employee rights. Because we do not represent employers, we are not concerned with losing service 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 accredited Rob Wiley as a Specialist in Labor and Employment Law.


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


Are you a solo specialist or does your firm worker a number of lawyers that can assist with my case? We are a real law office that interacts as a team.


What do other work lawyers consider you? Rob Wiley, Dallas work lawyer, has an outstanding credibility. Mr. Wiley is an elected member of the Dallas Bar Association's Employment Law Council, is the past president of the Dallas-Fort Worth Employment Lawyers Association, has actually been named a Texas Super Lawyer by Thompson Reuters every year considering that 2014, called a Super Lawyers Rising Star from 2012-2013, and has been invited to speak at various lawyer training conferences across the United States and internationally.


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


Will you fulfill with me in person for the preliminary assessment? Yes. We strongly promote for face-to-face meetings. Most work cases are complicated. Our Dallas work legal representatives wish to fulfill 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 lots of law office, we do not utilize paralegals or non-lawyer staff for initial consultations.


Do you charge an initial assessment charge? If not, why not? Yes, we charge a consultation charge. By charging a speak with charge, we considerably reduce the variety of preliminary assessments. This permits us to have an attorney present at every preliminary assessment. It likewise ensures that the clients we see are severe about their case. Our company believe that the majority of reputable work attorneys charge for an initial assessment. In our viewpoint, employment lawyers who do not charge for an initial speak with are typically not great.


The Law Office of Rob Wiley, P.C. represents staff members in a range of conflicts with their companies. A number of our cases are before state and federal agencies 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 likewise represent workers in class or collective actions and complex litigation.

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 essential to hire a lawyer before filing a claim with any government company such as the Equal Employment Opportunity Commission (EEOC). We regularly represent employees before federal government firms and in court.

It is illegal for an employer to allow a hostile workplace under numerous state and federal laws. Generally, a hostile workplace takes place when a staff member experiences serious or prevalent harassment. For employment instance, a supervisor who sexually bugs a subordinate can produce an unlawful hostile workplace. Similarly, use of the "n-word," taunting a handicapped employee, or demeaning a worker's faiths could produce a hostile work environment.

It is unlawful for an employer to retaliate versus a worker for exercising work environment rights. This can consist of retaliation for complaining about discrimination, harassment, workplace safety, unpaid overtime, or union organizing. Retaliatory acts consist of termination, failure to promote, or pay cuts. Retaliation can likewise include harassment or bullying created to discourage other staff members from making grievances or doing something about it versus the company. Employees who are conscious of monetary or government fraud might have special whistleblower securities. Our law office represents whistleblowers in proceedings before the SEC, FINRA, and OSHA. We likewise represent whistleblowers in federal court actions worrying grant fraud, 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) base pay which is currently $7.25 per hour, and (2) overtimes wages of one-and-one-half times their regular per hour rate. Working off the clock, including over lunch or after hours, is often prohibited. Only specific high-level managers, administrators, and professionals may be paid a wage in lieu of overtime. The exceptions are few and far in between.

While numerous workers are thought about tipped employees and are paid $2.13 per hour, overall settlement must be at least $7.25 per hour, including pointers. Additionally, employers should pay tipped workers $5.12 instead of $2.13 or $3.20 when working overtime. It is unlawful for a dining establishment to need tipped staff members to costs, strolled tabs, or share tips with kitchen area personnel, janitors, or management.

Employees who get approved for household and medical leave are entitled to up to twelve weeks of leave. Leave can be for the care of a partner, moms and dad, or child. Employees can also take individual medical leave for their own major medical condition. Importantly, leave can be taken in blocks or on an intermittent, as needed basis. Employers can not strike back against workers who are seeking leave, have taken leave, or are returning from leave. After taking leave, a staff member should be returned to the exact same or an equivalent position.

Under the Americans with Disabilities Act ("ADA") an employer need to offer a handicapped worker with affordable lodgings. if it would allow the staff member to perform the necessary functions of the task. Reasonable accommodations could include, modifying work schedules, short-term leave, working from home, or adjusting job tasks.

The deadline to file an employment claim can be exceptionally short. If you are experiencing issues in your workplace or have actually been fired, contact our office immediately.