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Rob Wiley, P.C. is a Dallas law company representing workers in lawsuits against companies. Typical cases include employment discrimination, retaliation, overdue or mispaid incomes, and failure to offer advantages like medical leave or sensible accommodation. We have actually been representing staff members because 2000 and have helped countless Dallas employees.

Our office is staffed by 6 lawyers focused solely on employment law. We workplace out of a restored Victorian estate originally built in 1910. We are situated in the State-Thomas location of Uptown Dallas.

If you are trying to find a work lawyer to represent you in a legal dispute, please contact us.

Having practiced employment law for more than a decade, Rob Wiley knows it can be difficult to find a certified work legal representative in Texas. Most of our clients have actually never ever had to hire a lawyer before. We recommend you ask these 10 concerns to find the finest work attorney for you:

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

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

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 licensed Rob Wiley as a Professional in Labor and Employment Law.

Does your law practice have the necessary resources to handle my case? Yes. With 7 dedicated full-time lawyers in Dallas, we have the resources to handle most cases.

Are you a solo professional or does your firm worker a number of attorneys that can help with my case? We are a real law office that works together as a team.

What do other work attorneys think of you? Rob Wiley, Dallas work attorney, has an outstanding track record. Mr. Wiley is a chosen member of the Dallas Bar Association's Employment Law Council, job is the past president of the Dallas-Fort Worth Employment Lawyers Association, has been named a Texas Super Lawyer by Thompson Reuters every year since 2014, named a Super Lawyers Rising Star from 2012-2013, and has been welcomed to speak at various attorney training conferences throughout 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 meet me in person for the preliminary consultation? Yes. We highly promote for face-to-face meetings. Most work cases are intricate. Our Dallas work legal representatives want to meet with you face to face to have a meaningful discussion about your case.

Will I fulfill a real attorney for my preliminary consultation? Yes. Unlike many law companies, we do not use paralegals or non-lawyer staff for preliminary assessments.

Do you charge a preliminary assessment cost? If not, why not? Yes, we charge an assessment cost. By charging a seek advice from cost, we considerably reduce the number of preliminary consultations. This permits us to have a lawyer present at every preliminary consultation. It also ensures that the clients we see are major about their case. Our company believe that many respectable employment attorneys charge for a preliminary assessment. In our opinion, employment legal representatives who do not charge for an initial seek advice from are typically not excellent.

The Law Office of Rob Wiley, P.C. represents staff members in a variety of disputes with their employers. A number 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 workers in class or collective actions and complicated 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, and other state and federal laws. In our experience, it is necessary to employ a lawyer before filing a claim with any government agency such as the Equal Employment Opportunity Commission (EEOC). We routinely represent employees before government firms and in court.

It is illegal for a company to permit a hostile workplace under several state and federal laws. Generally, a hostile workplace takes place when a staff member experiences extreme or prevalent harassment. For instance, a manager who sexually pesters a subordinate can produce an illegal hostile workplace. Similarly, usage of the "n-word," ridiculing a handicapped employee, or demeaning a worker's faiths could produce a hostile workplace.

It is illegal for a company to retaliate versus a staff member for exercising office rights. This can include retaliation for grumbling about discrimination, harassment, office safety, overdue overtime, or union organizing. Retaliatory acts consist of termination, failure to promote, or pay cuts. Retaliation can also include harassment or bullying developed to discourage other workers from making grievances or doing something about it against the company. Employees who understand monetary or may have unique whistleblower securities. 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 fraud, and defense contracting fraud.

Every year companies in the United States underpay their workers by billions of dollars. Most American employees are eligible 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. Sweating off the clock, including over lunch or after hours, is nearly always illegal. Only specific high-level managers, administrators, job and experts may be paid a salary in lieu of overtime. The exceptions are rare.

While many workers are considered tipped staff members and are paid $2.13 per hour, total compensation should be at least $7.25 per hour, consisting of tips. Additionally, companies must pay tipped staff members $5.12 instead of $2.13 or $3.20 when working overtime. It is prohibited for a dining establishment to require tipped workers to pay damage costs, strolled tabs, or share pointers with kitchen 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 spouse, job moms and dad, or child. 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 required basis. Employers can not strike back versus workers who are looking for leave, have taken leave, or are returning from leave. After departing, an employee should be gone back to the very same or a comparable position.

Under the Americans with Disabilities Act ("ADA") an employer should offer a handicapped worker with sensible lodgings. if it would enable the worker to carry out the important functions of the task. Reasonable accommodations might include, modifying work schedules, brief term leave, working from home, or changing job tasks.

The deadline to submit a work claim can be incredibly short. If you are experiencing issues in your office or have been fired, contact our office instantly.