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Rob Wiley, P.C. is a Dallas law practice representing workers in claims against companies. Typical cases consist of work discrimination, retaliation, overdue or mispaid incomes, and failure to provide benefits like medical leave or employment reasonable accommodation. We have been representing staff members since 2000 and have actually helped countless Dallas workers.

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

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

Having practiced work law for more than a years, Rob Wiley knows it can be tough to discover a qualified employment legal representative in Texas. Most of our clients have never ever needed to hire a legal representative before. We suggest you ask these 10 concerns to find the best work lawyer for you:

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


Do you generally represent employees or businesses? More than 99% of our clients are staff members. Our Dallas work lawyers strongly argue for implementing and broadening worker rights. Because we do not represent companies, we are not worried with losing business clients by passionately defending workers.


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 certified Rob Wiley as a Specialist in Labor and Employment Law.


Does your law firm have the necessary resources to handle my case? Yes. With seven devoted full-time attorneys in Dallas, we have the resources to deal with most cases.


Are you a solo professional or does your company employee a number of attorneys that can assist with my case? We are a real law practice that collaborates as a group.


What do other work attorneys consider you? Rob Wiley, Dallas work lawyer, has an excellent track record. 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 since 2014, called a Super Lawyers Rising Star from 2012-2013, and has been welcomed to speak at numerous lawyer training conferences throughout the United States and globally.


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 with me face-to-face for the initial assessment? Yes. We strongly promote for face-to-face conferences. Most employment cases are intricate. Our Dallas employment lawyers want to meet you in person to have a significant discussion about your case.


Will I meet an actual attorney for my initial consultation? Yes. Unlike numerous law firms, we do not utilize paralegals or non-lawyer personnel for initial assessments.


Do you charge an initial assessment cost? If not, why not? Yes, we charge an assessment fee. By charging a speak with fee, we dramatically minimize the number of initial assessments. This enables us to have a lawyer present at every initial consultation. It also guarantees that the customers we see are serious about their case. Our company believe that most trustworthy employment attorneys charge for a preliminary assessment. In our viewpoint, employment legal representatives who do not charge for a preliminary seek advice from are generally not really good.


The Law Office of Rob Wiley, P.C. represents workers in a variety of disputes 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 submitted in state or federal court. Although many of our cases are private cases, we likewise represent workers in class or cumulative actions and complex litigation.

Discrimination is restricted 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 employ a lawyer before filing a claim with any federal government agency such as the Equal Employment Opportunity Commission (EEOC). We regularly represent employees before government agencies and in court.

It is prohibited for a company to permit a hostile workplace under a number of state and federal laws. Generally, a hostile workplace takes place when a staff member experiences severe or pervasive harassment. For instance, a manager who sexually pesters a subordinate can develop an illegal hostile work environment. Similarly, use of the "n-word," ridiculing a handicapped employee, or demeaning a worker's faiths could create a hostile workplace.

It is unlawful for a company to retaliate versus a staff member for working out workplace rights. This can include retaliation for complaining about discrimination, harassment, office safety, overdue overtime, or union arranging. Retaliatory acts include termination, failure to promote, or pay cuts. Retaliation can likewise consist of harassment or bullying designed to deter other staff members from making complaints or taking action versus the . Employees who are conscious of monetary or government fraud may have special whistleblower defenses. Our law workplace represents whistleblowers in proceedings before the SEC, FINRA, and OSHA. We likewise represent whistleblowers in federal court actions worrying grant fraud, Medicare/Medicaid scams, and defense contracting fraud.

Every year companies in the United States underpay their workers by billions of dollars. Most American workers are qualified to be paid (1) minimum wage which is presently $7.25 per hour, and (2) overtimes salaries of one-and-one-half times their routine hourly rate. Working off the clock, including over lunch or after hours, is practically constantly unlawful. Only specific top-level managers, administrators, and professionals might be paid a wage in lieu of overtime. The exceptions are couple of and far in between.

While numerous employees are considered tipped staff members and are paid $2.13 per hour, overall settlement needs to be at least $7.25 per hour, including tips. Additionally, companies should 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 breakage fees, walked tabs, or share ideas with kitchen area staff, janitors, or management.

Employees who receive household and medical leave are entitled to approximately twelve weeks of leave. Leave can be for the care of a partner, parent, or kid. Employees can likewise take personal medical leave for their own severe medical condition. Importantly, leave can be taken in blocks or on a periodic, as required basis. Employers can not strike back versus employees who are seeking leave, have departed, or are returning from leave. After taking leave, an employee needs to be returned to the very same or a comparable position.

Under the Americans with Disabilities Act ("ADA") an employer must offer a handicapped worker with reasonable accommodations. if it would allow the staff member to perform the necessary functions of the job. Reasonable accommodations could consist of, modifying work schedules, short-term leave, working from home, or changing task duties.

The deadline to submit an employment claim can be incredibly short. If you are experiencing problems in your work environment or have been fired, contact our workplace right away.