Dallas Employment Lawyers
Rob Wiley, P.C. is a Dallas law firm representing workers in lawsuits versus companies. Typical cases include employment discrimination, retaliation, unsettled or mispaid wages, and failure to provide benefits like medical leave or sensible lodging. We have been representing workers given that 2000 and have actually assisted countless Dallas employees.
Our workplace is staffed by six lawyers focused entirely on work law. We office out of a brought back Victorian mansion originally constructed 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 contact us.
Having practiced work law for more than a decade, Rob Wiley understands it can be challenging to find a certified employment lawyer in Texas. Most of our customers have actually never had to work with an attorney before. We advise you ask these 10 concerns to discover the best employment attorney for employment you:
What portion of your practice is committed to work law?The Law Office of Rob Wiley, P.C. dedicates nearly all of our practice to work law.
Do you usually represent employees or employment companies? More than 99% of our clients are employees. Our Dallas work lawyers aggressively argue for implementing and expanding employee rights. Because we do not represent employers, we are not worried with losing organization customers by passionately battling for staff members.
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 Professional in Labor and Employment Law.
Does your law office have the necessary resources to handle my case? Yes. With seven dedicated full-time lawyers in Dallas, we have the resources to manage most cases.
Are you a solo professional or does your company employee several lawyers that can help with my case? We are a real law company that works together as a team.
What do other employment attorneys think of you? Rob Wiley, Dallas employment legal representative, has an exceptional credibility. Mr. Wiley is an elected 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, named a Super Lawyers Rising Star from 2012-2013, and has been invited to speak at various lawyer training conferences throughout the United States and employment 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 consult with me in person for the initial assessment? Yes. We strongly promote for in person conferences. Most work cases are complicated. Our Dallas employment attorneys want to meet with you in person to have a significant discussion about your case.
Will I meet a real attorney for my initial consultation? Yes. Unlike numerous law office, we do not utilize paralegals or non-lawyer staff for preliminary assessments.
Do you charge a preliminary consultation fee? If not, why not? Yes, we charge a consultation charge. By charging a seek advice from fee, we considerably minimize the variety of preliminary consultations. This allows us to have a lawyer present at every preliminary assessment. It likewise guarantees that the clients we see are major about their case. Our company believe that many trustworthy employment lawyers charge for a preliminary assessment. In our opinion, work legal representatives who do not charge for an initial consult are generally not great.
The Law Office of Rob Wiley, P.C. represents workers in a range of disputes with their employers. Many of our cases are before state and employment 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 many of our cases are specific cases, we also represent workers in class or cumulative actions and intricate 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 hire a lawyer before suing with any federal government firm such as the Equal Employment Opportunity Commission (EEOC). We frequently represent employees before federal government companies and in court.
It is prohibited for an employer to allow a hostile work environment under several state and federal laws. Generally, a hostile workplace happens when a staff member experiences severe or prevalent harassment. For example, a supervisor who sexually bugs a subordinate can produce an unlawful hostile work environment. Similarly, use of the "n-word," ridiculing a disabled staff member, or demeaning a staff member's religious beliefs could create a hostile work environment.
It is unlawful for an employer to retaliate versus a worker for working out work environment rights. This can consist of retaliation for grumbling about discrimination, harassment, workplace security, unsettled overtime, or union organizing. Retaliatory acts include termination, failure to promote, or employment pay cuts. Retaliation can also consist of harassment or bullying developed to dissuade other from making grievances or taking action against the employer. Employees who are aware of monetary or government fraud might have special whistleblower securities. 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 fraud, and defense contracting scams.
Every year companies 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 salaries of one-and-one-half times their regular per hour rate. Sweating off the clock, including over lunch or after hours, is generally unlawful. Only certain top-level supervisors, administrators, and specialists may be paid a salary in lieu of overtime. The exceptions are scarce.
While lots of staff members are thought about tipped employees and are paid $2.13 per hour, total settlement should be at least $7.25 per hour, including suggestions. Additionally, employers must pay tipped staff members $5.12 instead of $2.13 or $3.20 when working overtime. It is unlawful for a dining establishment to require tipped staff members to pay damage costs, strolled tabs, or share tips with cooking area personnel, janitors, or management.
Employees who get approved for family and medical leave are entitled to approximately twelve weeks of leave. Leave can be for the care of a spouse, parent, or child. Employees can likewise take individual medical leave for their own serious 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 taken leave, or are returning from leave. After taking leave, employment an employee should be gone back to the exact same or a comparable position.
Under the Americans with Disabilities Act ("ADA") a company must offer a disabled employee with reasonable lodgings. if it would allow the employee to perform the essential functions of the job. Reasonable accommodations could consist of, customizing work schedules, short-term leave, working from home, or changing job responsibilities.
The deadline to file an employment claim can be exceptionally brief. If you are experiencing issues in your work environment or have been fired, call our office right away.
