GitLab

Rob Wiley, P.C. is a Dallas law practice representing employees in claims versus companies. Typical cases include employment discrimination, retaliation, overdue or mispaid salaries, and failure to provide benefits like medical leave or sensible lodging. We have been representing staff members considering that 2000 and have actually helped thousands of Dallas employees.

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

If you are trying to find an employment attorney to represent you in a legal disagreement, please call us.

Having practiced work law for more than a years, Rob Wiley knows it can be challenging to discover a qualified work attorney in Texas. Most of our customers have never needed to work with an attorney before. We suggest you ask these ten concerns to discover the best employment attorney for you:

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


Do you usually represent employees or services? More than 99% of our clients are staff members. Our Dallas work attorneys strongly argue for enforcing and broadening employee rights. Because we do not represent employers, we are not interested in losing organization clients by passionately defending workers.


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


Does your law office have the needed 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 professional or does your firm staff member several attorneys that can help with my case? We are a genuine law firm that works together as a team.


What do other employment legal representatives think about you? Rob Wiley, Dallas work legal representative, has an excellent credibility. Mr. Wiley is a chosen 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 welcomed to speak at various legal representative training conferences throughout the United States and worldwide.


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


Will you fulfill with me in person for the preliminary consultation? Yes. We highly advocate for in person conferences. Most work cases are intricate. Our Dallas employment legal representatives want to fulfill with you face to face to have a significant conversation about your case.


Will I satisfy an actual lawyer for my preliminary consultation? Yes. Unlike many law office, we do not utilize paralegals or non-lawyer personnel for initial assessments.


Do you charge a preliminary consultation cost? If not, why not? Yes, we charge an assessment cost. By charging a speak with cost, we drastically lower the number of preliminary assessments. This allows us to have an attorney present at every preliminary assessment. It likewise guarantees that the clients we see are serious about their case. Our company believe that most reliable employment attorneys charge for a preliminary assessment. In our opinion, work lawyers who do not charge for a preliminary consult are generally not great.


The Law Office of Rob Wiley, P.C. represents employees in a variety of conflicts with their companies. Much 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 the majority of our cases are specific cases, we also represent employees in class or cumulative actions and complex lawsuits.

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, employment and other state and federal laws. In our experience, it is very important to work with a lawyer before submitting a claim with any government agency such as the Equal Job Opportunity Commission (EEOC). We regularly represent workers before 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 workplace takes place when an employee experiences severe or pervasive harassment. For instance, a supervisor who sexually bugs a subordinate can produce an unlawful hostile work environment. Similarly, usage of the "n-word," taunting a handicapped employee, or demeaning a worker's spiritual beliefs might develop a hostile workplace.

It is prohibited for a company to strike back versus an employee for exercising office rights. This can include retaliation for grumbling about discrimination, harassment, employment work environment 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 workers from making problems or taking action versus the employer. Employees who understand financial or government fraud might have special whistleblower securities. Our law office represents whistleblowers in proceedings before the SEC, FINRA, and OSHA. We likewise represent whistleblowers in federal court actions worrying grant fraud, Medicare/Medicaid fraud, and defense contracting scams.

Every year companies in the United States underpay their staff members by billions of dollars. Most American employees are qualified to be paid (1) minimum wage which is currently $7.25 per hour, and (2) overtimes salaries of one-and-one-half times their regular hourly rate. Working off the clock, consisting of over lunch or after hours, is usually illegal. Only specific top-level managers, administrators, and experts may be paid an income in lieu of overtime. The exceptions are rare.

While many workers are thought about tipped employees and are paid $2.13 per hour, total settlement should be at least $7.25 per hour, . Additionally, companies must pay tipped employees $5.12 instead of $2.13 or $3.20 when working overtime. It is prohibited for a dining establishment to need tipped staff members to pay damage charges, strolled tabs, or share tips with kitchen personnel, janitors, or management.

Employees who receive household and medical leave are entitled to approximately twelve weeks of leave. Leave can be for the care of a partner, moms and dad, 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 retaliate against workers who are seeking leave, have taken leave, or are returning from leave. After taking leave, a worker must be gone back to the exact same or a comparable position.

Under the Americans with Disabilities Act ("ADA") an employer need to provide a disabled worker with affordable lodgings. if it would enable the staff member to carry out the necessary functions of the task. Reasonable accommodations could consist of, customizing work schedules, short term leave, working from home, or changing task responsibilities.

The deadline to file an employment claim can be extremely short. If you are experiencing issues in your office or have been fired, contact our office instantly.