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About Us

Dallas Employment Lawyers

Rob Wiley, P.C. is a Dallas law office representing employees in suits versus companies. Typical cases consist of work discrimination, retaliation, unpaid or mispaid incomes, and failure to supply advantages like medical leave or affordable lodging. We have actually been representing workers given that 2000 and have actually assisted countless Dallas employees.

Our office is staffed by six lawyers focused solely on work law. We office out of a restored Victorian mansion initially integrated in 1910. We are situated in the State-Thomas area of Uptown Dallas.

If you are searching for an employment legal representative to represent you in a legal dispute, please call us.

Having practiced work law for more than a decade, Rob Wiley knows it can be difficult to find a attorney in Texas. Most of our customers have actually never needed to work with a lawyer before. We suggest you ask these ten questions to discover the finest work legal representative for you:

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

Do you normally represent workers or organizations? More than 99% of our customers are staff members. Our Dallas work attorneys strongly argue for implementing and expanding worker rights. Because we do not represent employers, we are not interested in losing service clients by passionately battling for staff members.

Are you a Texas attorney 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 Specialist in Labor and Employment Law.

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

Are you a solo specialist or does your company worker numerous attorneys that can help with my case? We are a genuine law practice that works together as a team.

What do other work legal representatives think of you? Rob Wiley, Dallas work legal representative, has an exceptional reputation. 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 called a Texas Super Lawyer by Thompson Reuters every year since 2014, called a Super Lawyers Rising Star from 2012-2013, and has actually been welcomed to speak at different lawyer training conferences across the United States and globally.

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

Will you meet me face-to-face for the initial consultation? Yes. We strongly promote for in person meetings. Most work cases are complicated. Our Dallas employment lawyers wish to fulfill with you personally to have a meaningful discussion about your case.

Will I fulfill an actual lawyer for my initial consultation? Yes. Unlike many law firms, we do not utilize paralegals or non-lawyer staff for preliminary consultations.

Do you charge an initial assessment cost? If not, why not? Yes, we charge a consultation cost. By charging a consult cost, we dramatically lower the number of initial assessments. This allows us to have a lawyer present at every initial assessment. It also guarantees that the clients we see are serious about their case. We believe that most respectable employment lawyers charge for an initial consultation. In our viewpoint, work attorneys who do not charge for a preliminary speak with are usually not great.

The Law Office of Rob Wiley, P.C. represents employees in a range of disagreements with their employers. A number of our cases are before state and federal companies like the EEOC, the Department of Labor, or the Texas Workforce Commission. Other cases are filed in state or federal court. Although most of our cases are specific cases, we likewise represent employees in class or employment collective actions and complex lawsuits.

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, employment and other state and federal laws. In our experience, it is essential to employ a lawyer before suing with any government firm such as the Equal Employment Opportunity Commission (EEOC). We routinely represent employees before federal 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 occurs when a worker experiences extreme or pervasive harassment. For instance, a manager who sexually harasses a subordinate can develop an illegal hostile workplace. Similarly, usage of the « n-word, » ridiculing a disabled employee, or demeaning an employee’s faiths could produce a hostile work environment.

It is prohibited for a company to retaliate against a staff member for working out office rights. This can consist of retaliation for complaining about discrimination, harassment, office security, employment unsettled overtime, or union arranging. Retaliatory acts include termination, failure to promote, or pay cuts. Retaliation can also include harassment or bullying created to deter other staff members from making complaints or acting versus the company. Employees who know monetary or federal government scams might have unique whistleblower securities. Our law workplace represents whistleblowers in procedures before the SEC, FINRA, and OSHA. We likewise represent whistleblowers in federal court actions concerning grant fraud, Medicare/Medicaid fraud, 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 earnings of one-and-one-half times their routine hourly rate. Working off the clock, consisting of over lunch or after hours, is generally illegal. Only specific top-level managers, administrators, and professionals might be paid a salary in lieu of overtime. The exceptions are few and far in between.

While numerous employees are considered tipped workers and are paid $2.13 per hour, total compensation should be at least $7.25 per hour, including pointers. Additionally, employment employers need to pay tipped staff members $5.12 rather of $2.13 or $3.20 when working overtime. It is prohibited for a dining establishment to require tipped workers to pay damage charges, walked tabs, or share tips with kitchen staff, janitors, or management.

Employees who receive household and medical leave are entitled to as much as twelve weeks of leave. Leave can be for employment the care of a spouse, moms and dad, or kid. Employees can likewise take personal medical leave for their own serious medical condition. Importantly, leave can be taken in blocks or on a periodic, as needed basis. Employers can not retaliate versus workers who are looking for leave, have taken leave, or are returning from leave. After taking leave, a worker needs to be returned to the very same or an equivalent position.

Under the Americans with Disabilities Act (« ADA ») a company should provide a disabled employee with sensible lodgings. if it would enable the worker to perform the necessary functions of the job. Reasonable accommodations could consist of, customizing work schedules, short term leave, working from home, or changing task duties.

The due date to file a work claim can be extremely brief. If you are experiencing problems in your work environment or have been fired, call our workplace immediately.