Rob Wiley, P.C. is a Dallas law company representing employees in suits versus employers. Typical cases include employment discrimination, retaliation, unsettled or mispaid earnings, and failure to offer benefits like medical leave or sensible lodging. We have been representing staff members since 2000 and have assisted countless Dallas workers.

Our office is staffed by 6 lawyers focused entirely on employment law. We workplace out of a brought back Victorian mansion originally developed in 1910. We are situated in the State-Thomas location of Uptown Dallas.

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

Having practiced work law for more than a decade, Rob Wiley knows it can be challenging to discover a qualified employment attorney in Texas. Most of our clients have actually never ever needed to work with a legal representative before. We suggest you ask these ten concerns to find the very best employment attorney for you:

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

Do you normally represent workers or companies? More than 99% of our customers are employees. Our Dallas work lawyers strongly argue for implementing and expanding worker rights. Because we do not represent employers, we are not worried with losing organization clients by passionately fighting for workers.

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 actually accredited Rob Wiley as a Specialist in Labor and Employment Law.

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

Are you a solo specialist or does your firm employee a number of lawyers that can assist with my case? We are a genuine law practice that interacts as a group.

What do other employment legal representatives believe about you? Rob Wiley, Dallas work attorney, has an excellent 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 actually been called a Texas Super Lawyer by Thompson Reuters every year given that 2014, called a Super Lawyers Rising Star from 2012-2013, and has been invited to speak at different attorney training conferences throughout 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 consult with me face-to-face for the preliminary assessment? Yes. We strongly advocate for in person conferences. Most employment cases are complicated. Our Dallas work lawyers wish to meet you in person to have a meaningful discussion about your case.

Will I fulfill a real lawyer for my preliminary assessment? Yes. Unlike lots of law office, we do not use paralegals or non-lawyer staff for preliminary assessments.

Do you charge a preliminary assessment fee? If not, why not? Yes, we charge an assessment fee. By charging a consult cost, we significantly reduce the variety of initial assessments. This permits us to have an attorney present at every initial consultation. It likewise makes sure that the clients we see are major about their case. We believe that a lot of trustworthy work lawyers charge for an initial assessment. In our viewpoint, work lawyers who do not charge for a preliminary speak with are generally not excellent.

The Law Office of Rob Wiley, P.C. represents staff members in a range of conflicts with their employers. Many of our cases are before state and federal firms 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 private cases, we likewise represent workers in class or cumulative actions and intricate 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, and other state and federal laws. In our experience, it is very important to employ a lawyer before submitting a claim with any government agency such as the Equal Job Opportunity Commission (EEOC). We frequently represent staff members before government firms and in court.

It is prohibited for a company to allow a hostile workplace under numerous state and federal laws. Generally, a hostile work environment takes place when a staff member experiences extreme or pervasive harassment. For instance, a supervisor who sexually bugs a subordinate can create an illegal hostile workplace. Similarly, usage of the "n-word," teasing a disabled staff member, or demeaning a staff member's religions might produce a hostile workplace.

It is illegal for an employer to retaliate against a staff member for exercising office rights. This can include retaliation for complaining about discrimination, harassment, work environment safety, unsettled overtime, or union organizing. Retaliatory acts include termination, failure to promote, or pay cuts. Retaliation can likewise consist of harassment or bullying designed to dissuade other staff members from making grievances or acting against the company. Employees who are aware of financial or federal government scams 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 fraud, Medicare/Medicaid scams, and defense contracting fraud.

Every year companies in the United States underpay their staff members 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 regular per hour rate. Sweating off the clock, consisting of over lunch or after hours, is generally illegal. Only specific high-level supervisors, administrators, and professionals may be paid an income in lieu of overtime. The exceptions are rare.

While numerous staff members are thought about tipped workers and are paid $2.13 per hour, total settlement must be at least $7.25 per hour, consisting of pointers. Additionally, employers must pay tipped employees $5.12 rather of $2.13 or $3.20 when working overtime. It is illegal for a dining establishment to require tipped staff members to pay breakage costs, walked tabs, or share ideas with kitchen area staff, janitors, or management.

Employees who qualify for family and medical leave are entitled to up to twelve weeks of leave. Leave can be for the care of a spouse, moms and dad, or child. Employees can likewise take personal 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 departed, or are returning from leave. After taking leave, an employee needs to be gone back to the exact same or a comparable position.

Under the Americans with Disabilities Act ("ADA") a company need to supply a disabled employee with sensible accommodations. if it would permit the employee to perform the important functions of the task. Reasonable accommodations might include, customizing work schedules, short-term leave, working from home, or job adjusting job tasks.

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