GitLab

Rob Wiley, P.C. is a Dallas law practice representing workers in lawsuits against employers. Typical cases consist of work discrimination, retaliation, unpaid or mispaid earnings, and failure to provide advantages like medical leave or affordable accommodation. We have actually been representing employees since 2000 and have actually assisted countless Dallas employees.

Our workplace is staffed by 6 attorneys focused solely on work law. We workplace out of a restored Victorian mansion initially constructed in 1910. We are located in the State-Thomas area of Uptown Dallas.

If you are searching for a work lawyer to represent you in a legal disagreement, please call us.

Having practiced work law for more than a years, Rob Wiley knows it can be tough to find a qualified employment lawyer in Texas. Most of our customers have never had to employ a legal representative before. We recommend you ask these 10 questions to discover the best work lawyer for you:

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


Do you normally represent workers or organizations? More than 99% of our customers are staff members. Our Dallas employment attorneys aggressively argue for enforcing and broadening employee rights. Because we do not represent companies, we are not interested in losing business clients by passionately defending 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 accredited Rob Wiley as an Expert in Labor and Employment Law.


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


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


What do other work legal representatives consider you? Rob Wiley, Dallas employment legal representative, has an excellent reputation. Mr. Wiley is a chosen member of the Dallas Bar Employment Law Council, is the previous president of the Dallas-Fort Worth Employment Lawyers Association, has actually been called a Texas Super Lawyer by Thompson Reuters every year considering that 2014, named a Super Lawyers Rising Star from 2012-2013, and has actually been welcomed to speak at different legal representative training conferences across 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 consult with me face-to-face for the initial consultation? Yes. We highly advocate for in person conferences. Most work cases are intricate. Our Dallas work legal representatives desire to meet with you face to face to have a significant conversation about your case.


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


Do you charge an initial assessment cost? If not, why not? Yes, we charge an assessment cost. By charging a seek advice from cost, we drastically reduce the variety of preliminary assessments. This permits us to have a lawyer present at every initial assessment. It likewise ensures that the customers we see are major about their case. We believe that the majority of reliable employment lawyers charge for a preliminary assessment. In our opinion, work attorneys who do not charge for a preliminary seek advice from are normally not really great.


The Law Office of Rob Wiley, P.C. represents workers in a range of disputes with their companies. A lot of our cases are before state and federal firms 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 individual cases, we likewise represent workers in class or cumulative actions and intricate litigation.

Discrimination is prohibited 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 essential to work with an attorney before filing a claim with any federal government agency such as the Equal Employment Opportunity Commission (EEOC). We routinely represent workers before government agencies and in court.

It is unlawful for a company to allow a hostile work environment under several state and federal laws. Generally, a hostile work environment happens when a worker experiences serious or pervasive harassment. For example, a supervisor who sexually bugs a subordinate can produce an illegal hostile work environment. Similarly, usage of the "n-word," teasing a disabled employee, or demeaning a worker's religions could produce a hostile work environment.

It is illegal for a company to strike back against a staff member for working out office rights. This can consist of retaliation for grumbling about discrimination, harassment, work environment safety, overdue overtime, or union arranging. Retaliatory acts consist of termination, failure to promote, or pay cuts. Retaliation can likewise include harassment or bullying designed to deter other staff members from making problems or taking action versus the employer. Employees who understand financial or federal government fraud might have unique whistleblower securities. Our law office represents whistleblowers in proceedings before the SEC, FINRA, and OSHA. We also represent whistleblowers in federal court actions concerning grant scams, employment Medicare/Medicaid fraud, and defense contracting scams.

Every year employers in the United States underpay their employees by billions of dollars. Most American workers are qualified to be paid (1) minimum wage which is presently $7.25 per hour, employment and (2) overtimes earnings of one-and-one-half times their routine hourly rate. Working off the clock, consisting of over lunch or after hours, is usually prohibited. Only specific top-level supervisors, administrators, and specialists may be paid a wage 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 needs to be at least $7.25 per hour, consisting of pointers. Additionally, companies must pay tipped workers $5.12 rather of $2.13 or $3.20 when working overtime. It is prohibited for a restaurant to need tipped employees to pay breakage charges, walked tabs, or share pointers with kitchen area staff, janitors, or management.

Employees who qualify for family and medical leave are entitled to up to twelve weeks of leave. Leave can be for employment the care of a partner, parent, 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 needed basis. Employers can not retaliate versus employees who are seeking leave, have actually departed, or are returning from leave. After departing, a staff member must be returned to the exact same or a comparable position.

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

The deadline to file an employment claim can be extremely short. If you are experiencing issues in your office or have actually been fired, call our office right away.