Rob Wiley, P.C. is a Dallas law company representing employees in suits against companies. Typical cases consist of work discrimination, retaliation, unpaid or mispaid wages, and failure to provide advantages like medical leave or sensible lodging. We have been representing staff members given that 2000 and have actually assisted thousands of Dallas employees.

Our workplace is staffed by six attorneys focused solely on work law. We workplace out of a brought back Victorian mansion originally integrated in 1910. We lie in the State-Thomas area of Uptown Dallas.

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

Having practiced employment law for more than a years, Rob Wiley understands it can be hard to find a certified work legal representative in Texas. The majority of our clients have never had to work with an attorney before. We suggest you ask these 10 concerns to find the best work attorney for you:

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


Do you normally represent employees or organizations? More than 99% of our clients are workers. Our Dallas employment attorneys aggressively argue for enforcing and expanding employee rights. Because we do not represent companies, we are not worried about losing company 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 certified Rob Wiley as a Professional in Labor and Employment Law.


Does your law practice have the required resources to manage my case? Yes. With 7 dedicated full-time lawyers in Dallas, we have the resources to deal with most cases.


Are you a solo professional or does your firm employee several lawyers that can assist with my case? We are a real law office that collaborates as a group.


What do other employment legal representatives 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 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 actually been invited to speak at various lawyer training conferences across the United States and employment globally.


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


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


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


Do you charge an initial consultation fee? If not, why not? Yes, we charge a consultation fee. By charging a consult cost, we significantly lower the variety of initial consultations. This permits us to have a lawyer present at every preliminary assessment. It likewise guarantees that the customers we see are severe about their case. Our company believe that many credible work lawyers charge for employment a preliminary assessment. In our opinion, work legal representatives who do not charge for a preliminary consult are generally not very great.


The Law Office of Rob Wiley, P.C. represents employees in a variety of conflicts with their companies. Many 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 most of our cases are private cases, we likewise represent employees in class or collective actions and intricate lawsuits.

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 work with an attorney before suing with any government firm such as the Equal Job Opportunity Commission (EEOC). We regularly represent staff members before government companies and in court.

It is unlawful for an employer to permit a hostile workplace under numerous state and federal laws. Generally, a hostile workplace occurs when a staff member experiences extreme or prevalent harassment. For instance, a manager who sexually bothers a subordinate can produce an illegal hostile workplace. Similarly, usage of the "n-word," teasing a disabled worker, or demeaning a staff member's faiths could create a hostile workplace.

It is unlawful for an employer to retaliate against a staff member 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 employment pay cuts. Retaliation can also include harassment or employment bullying created to dissuade other employees from making complaints or doing something about it versus the company. Employees who understand financial or federal government fraud may have unique whistleblower protections. Our law office represents whistleblowers in procedures before the SEC, FINRA, and OSHA. We likewise represent whistleblowers in federal court actions worrying grant scams, Medicare/Medicaid fraud, and defense contracting fraud.

Every year employers in the United States underpay their workers by billions of dollars. Most American workers are eligible to be paid (1) minimum wage which is presently $7.25 per hour, and (2) overtimes salaries of one-and-one-half times their routine hourly rate. Working off the clock, consisting of over lunch or after hours, is nearly constantly prohibited. Only specific top-level managers, administrators, and experts may be paid a salary in lieu of overtime. The exceptions are few and far between.

While lots of employees are considered tipped workers and are paid $2.13 per hour, overall settlement should be at least $7.25 per hour, including tips. Additionally, employment companies should pay tipped staff members $5.12 instead of $2.13 or $3.20 when working overtime. It is illegal for a restaurant to need tipped employees to pay damage fees, strolled tabs, or share tips with cooking area staff, janitors, or management.

Employees who qualify for household and medical leave are entitled to as much as twelve weeks of leave. Leave can be for the care of a spouse, moms and dad, or kid. Employees can likewise take individual medical leave for their own major medical condition. Importantly, leave can be taken in blocks or on a periodic, as required basis. Employers can not strike back versus staff members who are seeking leave, have departed, or are returning from leave. After taking leave, a staff member should be returned to the very same or a comparable position.

Under the Americans with Disabilities Act ("ADA") a company must supply a handicapped staff member with sensible lodgings. if it would permit the staff member to carry out the necessary functions of the task. Reasonable accommodations could include, modifying work schedules, short-term leave, working from home, or adjusting job responsibilities.

The due date to submit a work claim can be extremely short. If you are experiencing issues in your office or have actually been fired, contact our office instantly.