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Dallas Employment Lawyers

Adan McKean edited this page 2025-03-04 02:29:18 +01:00

Rob Wiley, P.C. is a Dallas law company representing employees in lawsuits against companies. Typical cases consist of employment discrimination, retaliation, unpaid or mispaid incomes, and failure to provide advantages like medical leave or affordable lodging. We have been representing staff members because 2000 and have actually assisted thousands of Dallas employees.

Our workplace is staffed by six attorneys focused solely on work law. We office out of a brought back Victorian mansion originally integrated in 1910. We lie in the State-Thomas area of Uptown Dallas.

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

Having practiced work law for more than a years, Rob Wiley knows it can be challenging to find a certified work lawyer in Texas. The majority of our customers have actually never ever had to hire an attorney before. We recommend you ask these ten questions to discover the very best work legal representative for you:

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


Do you generally represent employees or services? More than 99% of our clients are staff members. Our Dallas employment attorneys strongly argue for implementing and broadening employee rights. Because we do not represent companies, we are not worried with losing business clients by passionately combating 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 licensed Rob Wiley as a Specialist in Labor and Employment Law.


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


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


What do other employment lawyers think of 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, named a Super Lawyers Rising Star from 2012-2013, and has been welcomed to speak at various lawyer training conferences across the United States and worldwide.


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


Will you fulfill with me in person for employment the preliminary consultation? Yes. We highly advocate for in person conferences. Most employment cases are complicated. Our Dallas employment attorneys desire to meet with you in individual to have a meaningful discussion about your case.


Will I satisfy an actual lawyer for my preliminary consultation? Yes. Unlike many law firms, we do not use 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 speak with fee, we significantly minimize the number of preliminary assessments. This enables us to have a lawyer present at every preliminary consultation. It also ensures that the customers we see are serious about their case. Our company believe that most respectable employment attorneys charge for a preliminary assessment. In our opinion, employment lawyers who do not charge for a preliminary speak with are usually not excellent.


The Law Office of Rob Wiley, P.C. represents staff members in a range of disputes with their companies. Many of our cases are before state and federal companies like the EEOC, the Department of Labor, or the Texas Workforce Commission. Other cases are submitted in state or federal court. Although many of our cases are private cases, we likewise represent workers in class or collective actions and complicated lawsuits.

Discrimination is prohibited 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, it is very important to hire an attorney before suing with any government firm such as the Equal Employment Opportunity Commission (EEOC). We frequently represent employees before federal government agencies and in court.

It is prohibited for a company to allow a hostile workplace under several state and federal laws. Generally, employment a hostile workplace happens when a staff member experiences serious or pervasive harassment. For example, a supervisor who sexually bugs a subordinate can create an illegal hostile workplace. Similarly, use of the "n-word," ridiculing a handicapped employee, or demeaning an employee's faiths might create a hostile workplace.

It is prohibited for a company to retaliate against a worker for working out office rights. This can consist of retaliation for complaining about discrimination, harassment, office safety, unpaid overtime, or union organizing. Retaliatory acts consist of termination, failure to promote, or pay cuts. Retaliation can likewise consist of harassment or bullying designed to deter other employees from making complaints or doing something about it versus the employer. Employees who are of financial or government fraud may have unique whistleblower protections. Our law workplace represents whistleblowers in proceedings before the SEC, FINRA, and OSHA. We also represent whistleblowers in federal court actions worrying grant fraud, Medicare/Medicaid scams, and defense contracting fraud.

Every year employers in the United States underpay their employees 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 incomes of one-and-one-half times their regular per hour rate. Working off the clock, consisting of over lunch or after hours, is often unlawful. Only particular top-level supervisors, administrators, and experts might be paid a wage in lieu of overtime. The exceptions are rare.

While numerous staff members are thought about tipped workers and are paid $2.13 per hour, overall payment needs to be at least $7.25 per hour, including tips. Additionally, employers must pay tipped employees $5.12 instead of $2.13 or $3.20 when working overtime. It is unlawful for a restaurant to need tipped staff members to pay breakage fees, strolled tabs, or share tips with kitchen area personnel, janitors, or management.

Employees who receive family and medical leave are entitled to as much as twelve weeks of leave. Leave can be for the care of a spouse, moms and dad, or kid. Employees can also take individual medical leave for their own major medical condition. Importantly, leave can be taken in blocks or employment on a periodic, as needed basis. Employers can not strike back against employees who are looking for leave, have taken leave, or are returning from leave. After taking leave, a staff member needs to be gone back to the same or a comparable position.

Under the Americans with Disabilities Act ("ADA") an employer must supply a handicapped employee with sensible accommodations. if it would permit the employee to carry out the vital functions of the task. Reasonable accommodations could include, customizing work schedules, short-term leave, working from home, or adjusting job duties.

The due date to file an employment claim can be extremely short. If you are experiencing issues in your office or have been fired, contact our workplace right away.