Rob Wiley, P.C. is a Dallas law firm representing workers in claims against employers. Typical cases include work discrimination, retaliation, or mispaid earnings, and Employment failure to provide benefits like medical leave or sensible lodging. We have been representing employees given that 2000 and have helped thousands of Dallas employees.

Our office is staffed by 6 lawyers focused solely on employment law. We office out of a brought back Victorian mansion initially built in 1910. We lie in the State-Thomas location of Uptown Dallas.

If you are trying to find a work lawyer 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 challenging to discover a qualified work attorney in Texas. The majority of our clients have actually never ever needed to hire a lawyer before. We suggest you ask these 10 questions to find the very best employment attorney for you:

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


Do you usually represent workers or organizations? More than 99% of our clients are staff members. Our Dallas employment lawyers aggressively argue for implementing and broadening employee rights. Because we do not represent employers, we are not worried about losing organization customers by passionately defending 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 Specialist in Labor and Employment Law.


Does your law company have the needed resources to handle my case? Yes. With seven dedicated full-time attorneys in Dallas, we have the resources to handle most cases.


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


What do other employment legal representatives think about you? Rob Wiley, Dallas employment attorney, has an outstanding credibility. Mr. Wiley is a chosen member of the Dallas Bar Association's Employment Law Council, is the past president of the Dallas-Fort Worth Employment Lawyers Association, employment has actually been named a Texas Super Lawyer by Thompson Reuters every year because 2014, called a Super Lawyers Rising Star from 2012-2013, and has been invited to speak at numerous lawyer training conferences across the United States and globally.


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 face-to-face for employment the initial assessment? Yes. We strongly advocate for face-to-face conferences. Most work cases are intricate. Our Dallas employment attorneys want to consult with you in person to have a meaningful discussion about your case.


Will I satisfy a real lawyer for my preliminary consultation? Yes. Unlike numerous law office, we do not use paralegals or non-lawyer personnel for preliminary consultations.


Do you charge an initial assessment charge? If not, why not? Yes, we charge an assessment fee. By charging a speak with cost, we drastically decrease the number of initial consultations. This allows us to have an attorney present at every initial assessment. It likewise makes sure that the clients we see are serious about their case. We think that a lot of credible work lawyers charge for a preliminary assessment. In our viewpoint, employment attorneys who do not charge for a preliminary consult are generally not extremely good.


The Law Office of Rob Wiley, P.C. represents staff members in a variety of disputes with their companies. A lot 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 the majority of our cases are specific cases, we also represent employees in class or collective actions and complex litigation.

Discrimination is restricted 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, it is very important to hire an attorney before submitting a claim with any federal government firm such as the Equal Job Opportunity Commission (EEOC). We routinely represent staff members before government agencies and in court.

It is illegal for an employer to permit a hostile workplace under numerous state and federal laws. Generally, a hostile work environment happens when a worker experiences extreme or prevalent harassment. For instance, a manager who sexually harasses a subordinate can produce an unlawful hostile workplace. Similarly, usage of the "n-word," taunting a disabled staff member, or demeaning an employee's religions could develop a hostile workplace.

It is prohibited for a company to retaliate versus a worker for working out workplace rights. This can include retaliation for grumbling about discrimination, employment harassment, office safety, unsettled overtime, or union organizing. Retaliatory acts consist of termination, failure to promote, or pay cuts. Retaliation can also consist of harassment or bullying designed to dissuade other staff members from making complaints or taking action against the employer. Employees who understand financial or government scams may have unique 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 scams, Medicare/Medicaid scams, and defense contracting fraud.

Every year employers 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 salaries of one-and-one-half times their routine hourly rate. Working off the clock, including over lunch or after hours, employment is generally unlawful. Only specific high-level managers, administrators, and experts might be paid a salary in lieu of overtime. The exceptions are few and far between.

While many workers are thought about tipped employees and are paid $2.13 per hour, overall settlement should be at least $7.25 per hour, consisting of ideas. Additionally, companies should pay tipped employees $5.12 instead of $2.13 or $3.20 when working overtime. It is illegal for a dining establishment to require tipped workers to pay breakage charges, walked tabs, or share suggestions with cooking area staff, janitors, or management.

Employees who receive family and medical leave are entitled to approximately twelve weeks of leave. Leave can be for the care of a partner, moms and employment dad, or kid. Employees can also take individual medical leave for their own severe medical condition. Importantly, leave can be taken in blocks or on an intermittent, as needed basis. Employers can not retaliate against employees who are looking for leave, have actually taken leave, or are returning from leave. After departing, a staff member needs to be returned to the exact same or an equivalent position.

Under the Americans with Disabilities Act ("ADA") an employer should offer a disabled worker with affordable accommodations. if it would enable the worker to perform the important functions of the job. Reasonable lodgings might consist of, customizing work schedules, brief term leave, working from home, or changing task responsibilities.

The due date to file an employment claim can be exceptionally brief. If you are experiencing issues in your office or have actually been fired, call our office instantly.