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About Us

Dallas Employment Lawyers

Rob Wiley, P.C. is a Dallas law office representing employees in suits versus employers. Typical cases consist of work discrimination, retaliation, unpaid or mispaid earnings, and failure to offer advantages like medical leave or reasonable accommodation. We have actually been representing staff members because 2000 and have helped thousands of Dallas workers.

Our office is staffed by six attorneys focused exclusively on employment law. We office out of a restored Victorian estate originally developed in 1910. We lie in the State-Thomas location of Uptown Dallas.

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

Having practiced work law for more than a decade, Rob Wiley understands it can be difficult to find a certified work legal representative in Texas. The majority of our customers have never ever had to work with an attorney before. We advise you ask these ten questions to find the very best employment attorney for you:

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

Do you normally represent employees or organizations? More than 99% of our customers are workers. Our Dallas employment lawyers aggressively argue for enforcing and expanding worker rights. Because we do not represent employers, we are not worried about losing service customers by passionately defending 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 accredited Rob Wiley as a Professional in Labor and Employment Law.

Does your law practice have the required resources to handle my case? Yes. With 7 devoted full-time attorneys in Dallas, we have the resources to manage most cases.

Are you a solo specialist or does your firm worker a number of attorneys that can assist with my case? We are a real law office that works together as a team.

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

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

Will you satisfy with me face-to-face for the initial assessment? Yes. We strongly promote for in person conferences. Most work cases are intricate. Our Dallas employment lawyers want to consult with you face to face to have a significant conversation about your case.

Will I fulfill an actual lawyer for my initial assessment? Yes. Unlike lots of law office, we do not use paralegals or non-lawyer personnel for preliminary consultations.

Do you charge a preliminary consultation cost? If not, why not? Yes, we charge an assessment cost. By charging a consult cost, we drastically decrease the variety of preliminary consultations. This allows us to have a lawyer present at every preliminary assessment. It likewise ensures that the clients we see are serious about their case. Our company believe that many credible employment attorneys charge for a preliminary consultation. In our viewpoint, work attorneys who do not charge for an initial consult are usually not extremely great.

The Law Office of Rob Wiley, P.C. represents staff members in a variety of disagreements with their companies. A number of our cases are before state and federal agencies like the EEOC, the Department of Labor, or the Texas Workforce Commission. Other cases are filed in state or federal court. Although the majority of our cases are individual cases, we also represent workers in class or cumulative actions and referall.us 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 essential to work with a lawyer before submitting a claim with any government company such as the Equal Job Opportunity (EEOC). We frequently represent employees before government agencies and in court.

It is illegal for a company to permit a hostile workplace under a number of state and federal laws. Generally, a hostile workplace happens when an employee experiences serious or prevalent harassment. For instance, a manager who sexually bugs a subordinate can produce an illegal hostile workplace. Similarly, usage of the “n-word,” ridiculing a handicapped employee, or demeaning a worker’s religious beliefs could develop a hostile work environment.

It is illegal for an employer to strike back versus a worker for exercising workplace rights. This can consist of retaliation for complaining about discrimination, harassment, office security, unpaid overtime, or union organizing. Retaliatory acts consist of termination, failure to promote, or pay cuts. Retaliation can likewise consist of harassment or bullying developed to deter other workers from making grievances or acting versus the company. Employees who are aware of monetary or government fraud may have unique whistleblower securities. Our law workplace represents whistleblowers in procedures before the SEC, FINRA, and OSHA. We also represent whistleblowers in federal court actions concerning grant fraud, Medicare/Medicaid fraud, and defense contracting scams.

Every year companies in the United States underpay their employees by billions of dollars. Most American employees are eligible to be paid (1) minimum wage which is currently $7.25 per hour, and (2) overtimes incomes of one-and-one-half times their regular hourly rate. Working off the clock, consisting of over lunch or after hours, is generally illegal. Only specific top-level supervisors, administrators, and professionals may be paid a wage in lieu of overtime. The exceptions are scarce.

While lots of employees 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 prohibited for a restaurant to require tipped workers to pay breakage costs, walked tabs, or share ideas with cooking area personnel, janitors, or management.

Employees who qualify for 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 child. 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 required basis. Employers can not strike back versus workers who are seeking leave, have taken leave, or are returning from leave. After taking leave, an employee must be returned to the very same or a comparable position.

Under the Americans with Disabilities Act (“ADA”) an employer need to provide a disabled staff member with sensible accommodations. if it would enable the staff member to perform the vital functions of the job. Reasonable accommodations could consist of, customizing work schedules, short-term leave, working from home, or adjusting task duties.

The deadline to file a work claim can be exceptionally short. If you are experiencing problems in your work environment or have been fired, contact our office instantly.