Dallas Employment Lawyers
Rob Wiley, P.C. is a Dallas law office representing employees in claims versus employers. Typical cases consist of work discrimination, retaliation, unsettled or mispaid wages, and failure to supply advantages like medical leave or affordable lodging. We have actually been representing workers since 2000 and have helped countless Dallas workers.
Our workplace is staffed by six attorneys focused exclusively on work law. We office out of a restored Victorian estate initially integrated in 1910. We are situated in the State-Thomas location of Uptown Dallas.
If you are searching for a work attorney 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 qualified work lawyer in Texas. Most of our clients have actually never ever needed to hire an attorney before. We recommend you ask these ten questions to discover the very best employment lawyer for you:
What portion of your practice is dedicated to employment law?The Law Office of Rob Wiley, P.C. commits practically all of our practice to employment law.
Do you generally represent workers or businesses? More than 99% of our customers are workers. Our Dallas work attorneys strongly argue for imposing and expanding worker rights. Because we do not represent companies, we are not worried with losing service clients by passionately defending staff members.
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 accredited Rob Wiley as an Expert in Labor and Employment Law.
Does your law office have the necessary 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 staff member several attorneys that can assist with my case? We are a real law practice that interacts as a group.
What do other employment legal representatives think of you? Rob Wiley, Dallas employment attorney, has an exceptional credibility. 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 given that 2014, named a Super Lawyers Rising Star from 2012-2013, and has been invited to speak at numerous legal representative 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 consult with me in person for the preliminary assessment? Yes. We strongly promote for in person conferences. Most work cases are complex. Our Dallas employment lawyers wish to consult with you in individual to have a meaningful discussion about your case.
Will I meet a real attorney for my preliminary consultation? Yes. Unlike lots of law companies, we do not utilize paralegals or non-lawyer personnel for preliminary assessments.
Do you charge an initial consultation fee? If not, why not? Yes, we charge a consultation charge. By charging a consult charge, we significantly decrease the variety of preliminary assessments. This allows us to have a lawyer present at every initial assessment. It likewise ensures that the customers we see are serious about their case. Our company believe that many reliable work attorneys charge for an initial consultation. In our opinion, work legal representatives who do not charge for a preliminary consult are usually not very good.
The Law Office of Rob Wiley, P.C. represents staff members in a variety of conflicts with their companies. A lot of our cases are before state and federal companies like the EEOC, the of Labor, or the Texas Workforce Commission. Other cases are submitted in state or employment federal court. Although most of our cases are private cases, we also represent workers in class or cumulative actions and employment complicated 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 necessary to hire a lawyer before suing with any government firm such as the Equal Employment Opportunity Commission (EEOC). We frequently represent workers before federal government companies and in court.
It is unlawful for a company to allow a hostile workplace under several state and federal laws. Generally, a hostile workplace occurs when a worker experiences severe or prevalent harassment. For example, a manager who sexually bugs a subordinate can create an unlawful hostile workplace. Similarly, usage of the "n-word," ridiculing a disabled staff member, employment or demeaning an employee's religions might develop a hostile work environment.
It is prohibited for an employer to retaliate against an employee for employment exercising work environment rights. This can include retaliation for complaining about discrimination, harassment, workplace security, unsettled overtime, or union arranging. Retaliatory acts include termination, failure to promote, or pay cuts. Retaliation can likewise consist of harassment or bullying created to dissuade other staff members from making problems or doing something about it versus the employer. Employees who understand monetary or government fraud might have unique whistleblower protections. Our law office represents whistleblowers in procedures before the SEC, FINRA, and employment OSHA. We also represent whistleblowers in federal court actions worrying grant fraud, Medicare/Medicaid scams, and defense contracting scams.
Every year companies in the United States underpay their staff members by billions of dollars. Most American workers are qualified to be paid (1) minimum wage which is presently $7.25 per hour, and (2) overtimes earnings of one-and-one-half times their routine per hour rate. Sweating off the clock, consisting of over lunch or after hours, is usually prohibited. Only particular top-level managers, administrators, and professionals may be paid a salary in lieu of overtime. The exceptions are scarce.
While many staff members are considered tipped employees and are paid $2.13 per hour, overall payment needs to 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 illegal for a restaurant to require tipped employees to pay damage fees, walked tabs, or share ideas with kitchen staff, janitors, or management.
Employees who receive family and medical leave are entitled to as much as twelve weeks of leave. Leave can be for the care of a spouse, parent, or kid. Employees can also take personal 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 staff members who are seeking leave, have departed, employment or are returning from leave. After taking leave, a worker must be returned to the exact same or an equivalent position.
Under the Americans with Disabilities Act ("ADA") an employer must offer a handicapped worker with affordable lodgings. if it would allow the staff member to perform the vital functions of the task. Reasonable lodgings might include, customizing work schedules, short-term leave, employment working from home, or changing job responsibilities.
The deadline to submit an employment claim can be extremely brief. If you are experiencing problems in your workplace or have been fired, contact our office right away.