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Rob Wiley, P.C. is a Dallas law firm representing workers in lawsuits versus employers. Typical cases include employment discrimination, retaliation, unsettled or mispaid salaries, and failure to supply advantages like medical leave or affordable lodging. We have actually been representing staff members because 2000 and have assisted countless Dallas workers.

Our office is staffed by 6 lawyers focused solely on work law. We workplace out of a brought back Victorian mansion initially integrated in 1910. We are situated in the State-Thomas location of Uptown Dallas.

If you are trying to find an employment lawyer to represent you in a legal disagreement, please contact us.

Having practiced employment law for more than a decade, Rob Wiley knows it can be challenging to find a qualified employment legal representative in Texas. The majority of our clients have actually never had to work with a legal representative before. We recommend you ask these 10 concerns to discover the finest employment legal representative for you:

What percentage of your practice is dedicated to work law?The Law Office of Rob Wiley, P.C. devotes nearly all of our practice to employment law.


Do you generally represent workers or organizations? More than 99% of our clients are employees. Our Dallas employment attorneys aggressively argue for enforcing and broadening worker rights. Because we do not represent companies, we are not worried about losing business 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 actually certified Rob Wiley as a Specialist in Labor and Employment Law.


Does your law office have the essential resources to handle my case? Yes. With 7 lawyers in Dallas, we have the resources to handle most cases.


Are you a solo professional or does your firm staff member several attorneys that can help with my case? We are a real law office that interacts as a team.


What do other work legal representatives think about you? Rob Wiley, Dallas employment lawyer, has an exceptional track record. 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 been called a Texas Super Lawyer by Thompson Reuters every year considering that 2014, called a Super Lawyers Rising Star from 2012-2013, and has been invited to speak at different lawyer training conferences across the United States and worldwide.


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 face-to-face for the preliminary assessment? Yes. We highly promote for face-to-face conferences. Most employment cases are intricate. Our Dallas work lawyers want to meet you personally to have a meaningful conversation about your case.


Will I meet a real attorney for my initial assessment? Yes. Unlike lots of law practice, we do not utilize paralegals or non-lawyer personnel for initial assessments.


Do you charge an initial consultation fee? If not, why not? Yes, we charge a consultation charge. By charging a seek advice from fee, we significantly decrease the variety of initial consultations. This allows us to have a lawyer present at every initial consultation. It also makes sure that the customers we see are serious about their case. We believe that the majority of reliable work lawyers charge for a preliminary assessment. In our opinion, employment lawyers who do not charge for an initial consult are normally not great.


The Law Office of Rob Wiley, P.C. represents employees in a variety of conflicts with their employers. 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 most of our cases are private cases, we likewise represent workers in class or collective actions and complicated 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 work with a lawyer before suing with any government company such as the Equal Job Opportunity Commission (EEOC). We frequently represent workers before government companies and in court.

It is unlawful for an employer to permit a hostile work environment under several state and federal laws. Generally, a hostile workplace occurs when an employee experiences extreme or pervasive harassment. For instance, a supervisor who sexually harasses a subordinate can produce an illegal hostile workplace. Similarly, usage of the "n-word," ridiculing a handicapped employee, or demeaning a staff member's faiths might develop a hostile work environment.

It is prohibited for a company to retaliate against a staff member for working out workplace rights. This can include retaliation for complaining about discrimination, harassment, work environment security, wiki.vst.hs-furtwangen.de overdue overtime, or union organizing. Retaliatory acts include termination, failure to promote, or pay cuts. Retaliation can likewise include harassment or bullying developed to deter other workers from making grievances or doing something about it versus the employer. Employees who understand monetary or federal government fraud might 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 workers by billions of dollars. Most American workers are eligible to be paid (1) base pay which is currently $7.25 per hour, and (2) overtimes earnings of one-and-one-half times their regular hourly rate. Sweating off the clock, consisting of over lunch or after hours, is generally illegal. Only specific top-level managers, administrators, and professionals may be paid an income in lieu of overtime. The exceptions are scarce.

While numerous workers are considered tipped staff members and are paid $2.13 per hour, overall settlement should be at least $7.25 per hour, including suggestions. Additionally, companies must pay tipped staff members $5.12 rather of $2.13 or $3.20 when working overtime. It is prohibited for a dining establishment to need tipped employees to pay breakage costs, walked tabs, or share tips with kitchen area personnel, janitors, or management.

Employees who receive family and medical leave are entitled to as much as twelve weeks of leave. Leave can be for the care of a spouse, moms and dad, or kid. Employees can likewise take individual medical leave for their own major medical condition. Importantly, leave can be taken in blocks or on a periodic, as required basis. Employers can not strike back against workers who are looking for leave, have actually taken leave, or are returning from leave. After departing, a staff member should be returned to the exact same or a comparable position.

Under the Americans with Disabilities Act ("ADA") a company need to offer a handicapped employee with affordable accommodations. if it would allow the employee to carry out the essential functions of the job. Reasonable accommodations might include, modifying work schedules, short-term leave, working from home, or adjusting job responsibilities.

The due date to submit a work claim can be exceptionally brief. If you are experiencing problems in your workplace or have actually been fired, contact our office immediately.