Dallas Employment Lawyers
Rob Wiley, P.C. is a Dallas law office representing employees in suits against companies. Typical cases include work discrimination, retaliation, unpaid or mispaid incomes, and failure to provide advantages like medical leave or sensible lodging. We have been representing workers considering that 2000 and have actually assisted countless Dallas employees.
Our workplace is staffed by 6 lawyers focused solely on work law. We workplace out of a restored Victorian estate initially developed in 1910. We are situated in the State-Thomas location of Uptown Dallas.
If you are trying to find a work legal representative to represent you in a legal conflict, please call us.
Having practiced work law for more than a decade, Rob Wiley understands it can be challenging to find a certified work lawyer in Texas. The majority of our clients have never ever had to work with an attorney before. We advise you ask these 10 questions to discover the very best work lawyer for you:
What percentage of your practice is 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 clients are employees. Our Dallas employment lawyers strongly argue for imposing and broadening employee rights. Because we do not represent companies, we are not concerned with losing service clients by passionately defending employees.
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 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 7 dedicated full-time attorneys in Dallas, we have the resources to handle most cases.
Are you a solo professional or does your firm worker a number of attorneys that can help with my case? We are a genuine 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, has actually been named a Texas Super Lawyer by Thompson Reuters every year considering that 2014, called a Super Lawyers Rising Star from 2012-2013, and has actually been invited to speak at different legal representative training conferences throughout the United States and globally.
Have you ever been reprimanded or disciplined by a bar association? No. You can confirm attorney disciplinary history at www.texasbar.com.
Will you consult with me face-to-face for the initial assessment? Yes. We highly advocate for in person conferences. Most employment cases are complex. Our Dallas work attorneys want to consult with you in individual to have a significant conversation about your case.
Will I meet an actual lawyer for my initial assessment? Yes. Unlike lots of law practice, we do not utilize paralegals or non-lawyer staff for preliminary assessments.
Do you charge an initial consultation fee? If not, why not? Yes, we charge a consultation charge. By charging a speak with charge, we considerably minimize the variety of initial consultations. This permits us to have a lawyer present at every initial consultation. It likewise ensures that the clients we see are serious about their case. Our company believe that most reputable employment lawyers charge for an initial consultation. In our viewpoint, employment lawyers who do not charge for an initial speak with are generally not extremely good.
The Law Office of Rob Wiley, P.C. represents staff members in a range of disputes 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 individual cases, we also represent workers in class or collective actions and intricate litigation.
Discrimination is forbidden under Title VII of the Civil Liberty 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, referall.us it is essential to work with an attorney before suing with any federal government agency such as the Equal Job Opportunity Commission (EEOC). We regularly represent employees before federal government firms and in court.
It is illegal for an employer to permit a hostile work environment under several state and federal laws. Generally, a hostile work environment happens when an employee experiences extreme or pervasive harassment. For instance, a supervisor who sexually bothers a subordinate can develop an unlawful hostile work environment. Similarly, usage of the « n-word, » taunting a handicapped employee, or demeaning an employee’s spiritual beliefs could produce a hostile workplace.
It is illegal for a company to strike back against an employee for working out office rights. This can consist of retaliation for grumbling about discrimination, harassment, workplace security, overdue overtime, or union organizing. Retaliatory acts include termination, failure to promote, or pay cuts. Retaliation can also consist of harassment or bullying created to dissuade other workers from making complaints or taking action against the employer. Employees who understand monetary or government scams may have special whistleblower defenses. Our law office represents whistleblowers in proceedings before the SEC, FINRA, and OSHA. We likewise represent whistleblowers in federal court actions concerning grant scams, Medicare/Medicaid scams, and defense contracting scams.
Every year employers in the United States underpay their employees by billions of dollars. Most American workers 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 per hour rate. Sweating off the clock, consisting of over lunch or after hours, is nearly constantly illegal. Only certain high-level managers, administrators, and specialists might be paid an income in lieu of overtime. The exceptions are scarce.
While many employees are thought about tipped workers and are paid $2.13 per hour, overall compensation should be at least $7.25 per hour, including suggestions. Additionally, employers should pay tipped employees $5.12 instead of $2.13 or $3.20 when working overtime. It is unlawful for a dining establishment to need tipped employees to pay breakage charges, walked tabs, or share ideas with kitchen area staff, janitors, or management.
Employees who get approved for household and medical leave are entitled to as much as twelve weeks of leave. Leave can be for the care of a partner, parent, or kid. Employees can likewise take personal medical leave for their own major medical condition. Importantly, leave can be taken in blocks or on an intermittent, as required basis. Employers can not retaliate versus staff members who are seeking leave, have departed, or are returning from leave. After departing, an employee should be returned to the same or an equivalent position.
Under the Americans with Disabilities Act (« ADA ») an employer should offer a disabled staff member with reasonable accommodations. if it would allow the staff member to perform the necessary functions of the task. Reasonable accommodations might include, modifying work schedules, short term leave, working from home, or changing task responsibilities.
The deadline to submit a work claim can be exceptionally short. If you are experiencing issues in your office or have been fired, contact our office right away.
