Dallas Employment Lawyers
Rob Wiley, P.C. is a Dallas law office representing workers in lawsuits against employers. Typical cases include work discrimination, retaliation, overdue or mispaid wages, and failure to offer benefits like medical leave or sensible accommodation. We have been representing workers since 2000 and have actually helped countless Dallas employees.
Our office is staffed by six lawyers focused entirely on employment law. We office out of a restored Victorian estate originally integrated in 1910. We lie 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 find a certified work attorney in Texas. Most of our customers have actually never needed to employ a lawyer before. We advise you ask these 10 questions to discover the best employment attorney for you:
What portion of your practice is devoted to employment law?The Law Office of Rob Wiley, P.C. commits nearly all of our practice to work law.
Do you typically represent workers or organizations? More than 99% of our customers are workers. Our Dallas employment lawyers strongly argue for imposing and expanding employee rights. Because we do not represent companies, we are not worried with losing organization customers by passionately defending staff members.
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 Rob Wiley as a Specialist in Labor and Employment Law.
Does your law company have the necessary resources to handle my case? Yes. With 7 dedicated full-time attorneys in Dallas, we have the resources to manage most cases.
Are you a solo specialist or does your firm staff member a number of attorneys that can help with my case? We are a genuine law office that collaborates as a team.
What do other work attorneys think about you? Rob Wiley, employment Dallas employment attorney, has an excellent reputation. 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 been called a Texas Super Lawyer by Thompson Reuters every year considering that 2014, named a Super Lawyers Rising Star from 2012-2013, and has actually been welcomed to speak at numerous attorney training conferences throughout the United States and internationally.
Have you ever been reprimanded or disciplined by a bar association? No. You can verify attorney disciplinary history at www.texasbar.com.
Will you fulfill with me face-to-face for employment the initial assessment? Yes. We highly advocate for face-to-face meetings. Most employment cases are complex. Our Dallas employment attorneys want to fulfill with you in individual to have a meaningful discussion about your case.
Will I meet an actual attorney for my initial assessment? Yes. Unlike numerous law companies, we do not utilize paralegals or non-lawyer staff for initial consultations.
Do you charge an initial consultation fee? If not, why not? Yes, employment we charge a consultation fee. By charging a speak with charge, we considerably reduce the number of preliminary consultations. This enables us to have an attorney present at every initial consultation. It also guarantees that the customers we see are serious about their case. We think that most trustworthy employment lawyers charge for an initial assessment. In our opinion, employment lawyers who do not charge for a preliminary speak with are typically not very good.
The Law Office of Rob Wiley, P.C. represents employees in a range of conflicts with their employers. A lot 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 employment 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 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, employment it is very important 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 government companies and in court.
It is unlawful for an employer to allow a hostile workplace under a number of state and federal laws. Generally, a hostile workplace occurs when an employee experiences severe or pervasive harassment. For example, a manager who sexually harasses a subordinate can produce an illegal hostile workplace. Similarly, usage of the "n-word," ridiculing a disabled staff member, or demeaning a staff member's religious beliefs could produce a hostile work environment.
It is illegal for an employer to retaliate against an employee for working out workplace rights. This can consist of retaliation for grumbling about discrimination, harassment, workplace safety, unpaid overtime, or union arranging. Retaliatory acts consist of termination, failure to promote, or pay cuts. Retaliation can also include harassment or bullying designed to dissuade other employees from making grievances or taking action against the company. Employees who understand financial or federal government scams may have special whistleblower defenses. Our law workplace represents whistleblowers in procedures before the SEC, FINRA, and OSHA. We also represent whistleblowers in federal court actions worrying grant scams, Medicare/Medicaid scams, employment and defense contracting scams.
Every year companies in the United States underpay their employees by billions of dollars. Most American workers are qualified to be paid (1) base pay which is presently $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 generally unlawful. Only certain top-level managers, administrators, and professionals might be paid a salary in lieu of overtime. The exceptions are few and far in between.
While lots of staff members are thought about tipped staff members and are paid $2.13 per hour, total settlement should be at least $7.25 per hour, including suggestions. Additionally, employers must pay tipped employees $5.12 rather of $2.13 or $3.20 when working overtime. It is unlawful for a dining establishment to require tipped staff members to pay damage fees, walked tabs, or share pointers with kitchen area personnel, janitors, or management.
Employees who receive family and medical leave are entitled to up to twelve weeks of leave. Leave can be for the care of a partner, moms and dad, or child. Employees can also take individual medical leave for their own serious medical condition. Importantly, leave can be taken in blocks or on an intermittent, as needed basis. Employers can not retaliate versus workers who are seeking leave, have actually departed, or are returning from leave. After taking leave, an employee needs to be gone back to the exact same or an equivalent position.
Under the Americans with Disabilities Act ("ADA") an employer need to offer a disabled staff member with affordable lodgings. if it would permit the staff member to perform the essential functions of the task. Reasonable accommodations might consist of, modifying work schedules, brief term leave, working from home, or adjusting task responsibilities.
The deadline to submit an employment claim can be extremely brief. If you are experiencing problems in your workplace or have been fired, call our workplace instantly.
