Rob Wiley, P.C. is a Dallas law office representing employees in lawsuits against employers. Typical cases include employment discrimination, retaliation, overdue or mispaid earnings, and failure to offer advantages like medical leave or sensible accommodation. We have been representing workers given that 2000 and have helped thousands of Dallas employees.
Our office is staffed by six attorneys focused solely on employment law. We office out of a brought back Victorian estate initially integrated in 1910. We are situated in the State-Thomas area of Uptown Dallas.
If you are trying to find a work legal representative to represent you in a legal conflict, please contact us.
Having practiced work law for more than a decade, Rob Wiley understands it can be tough to discover a qualified work lawyer in Texas. The majority of our clients have never needed to work with an attorney before. We recommend you ask these ten questions to find the finest work legal representative for you:
What portion of your practice is devoted to work law?The Law Office of Rob Wiley, P.C. devotes almost all of our practice to employment law.
Do you generally represent employees or companies? More than 99% of our clients are staff members. Our Dallas employment attorneys aggressively argue for implementing and employment expanding employee rights. Because we do not represent companies, we are not concerned with losing organization customers by passionately battling for 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 actually certified Rob Wiley as an Expert in Labor and Employment Law.
Does your law company have the essential resources to handle my case? Yes. With seven devoted full-time lawyers in Dallas, we have the resources to deal with most cases.
Are you a solo specialist or does your company employee several attorneys that can help with my case? We are a real law office that works together as a group.
What do other work lawyers think about you? Rob Wiley, Dallas work attorney, has an excellent credibility. Mr. Wiley is an elected 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 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 various legal representative training conferences throughout the United States and internationally.
Have you ever been reprimanded or disciplined by a bar association? No. You can validate lawyer disciplinary history at www.texasbar.com.
Will you fulfill with me in person for the preliminary assessment? Yes. We highly advocate for in person conferences. Most work cases are complicated. Our Dallas employment attorneys desire to meet with you in person to have a significant discussion about your case.
Will I satisfy an actual lawyer for my initial consultation? Yes. Unlike numerous law office, we do not utilize paralegals or non-lawyer personnel for initial assessments.
Do you charge a preliminary assessment cost? If not, why not? Yes, we charge a consultation charge. By charging a seek advice from charge, we significantly minimize the number of initial consultations. This allows us to have a lawyer present at every initial consultation. It also makes sure that the clients we see are major about their case. Our company believe that many reliable work attorneys charge for a preliminary consultation. 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 employees in a range of disagreements 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 the majority of our cases are specific cases, we also represent workers in class or cumulative actions and complicated lawsuits.
Discrimination is forbidden under Title VII of the Civil Rights Act of 1964, employment 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 submitting a claim with any government company such as the Equal Employment Opportunity Commission (EEOC). We routinely represent employees 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 occurs when an employee experiences severe or pervasive harassment. For example, a manager who sexually bothers a subordinate can develop an unlawful hostile workplace. Similarly, usage of the "n-word," taunting a disabled staff member, or demeaning a staff member's faiths could develop a hostile work environment.
It is prohibited for an employer to retaliate versus an employee for exercising office rights. This can consist of retaliation for grumbling about discrimination, harassment, office safety, unsettled overtime, or union organizing. Retaliatory acts include termination, failure to promote, or pay cuts. Retaliation can likewise consist of harassment or bullying created to discourage other employees from making problems or taking action versus the employer. Employees who are conscious of monetary or federal government fraud may have special whistleblower protections. Our law workplace represents whistleblowers in procedures before the SEC, FINRA, and OSHA. We likewise represent whistleblowers in federal court actions worrying grant scams, Medicare/Medicaid scams, 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 currently $7.25 per hour, and (2) overtimes incomes of one-and-one-half times their routine per hour rate. Working off the clock, including over lunch or after hours, is generally illegal. Only particular high-level supervisors, administrators, and specialists might be paid an income in lieu of overtime. The exceptions are rare.
While many staff members are considered tipped employees and are paid $2.13 per hour, overall compensation should be at least $7.25 per hour, including pointers. Additionally, companies need to pay tipped workers $5.12 rather of $2.13 or $3.20 when working overtime. It is unlawful for a restaurant to need tipped workers to pay damage fees, walked tabs, or share suggestions with kitchen personnel, janitors, or management.
Employees who certify for household and medical leave are entitled to up to twelve weeks of leave. Leave can be for the care of a spouse, parent, 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 required basis. Employers can not retaliate against workers who are seeking leave, have taken leave, or are returning from leave. After departing, a staff member must be gone back to the exact same or a comparable position.
Under the Americans with Disabilities Act ("ADA") a company need to provide a handicapped staff member with affordable lodgings. if it would enable the worker to carry out the necessary functions of the task. Reasonable accommodations might include, customizing work schedules, short-term leave, working from home, or tasks.
The due date to submit a work claim can be extremely brief. If you are experiencing issues in your workplace or have actually been fired, call our office instantly.
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Dallas Employment Lawyers
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