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About Us

Dallas Employment Lawyers

Rob Wiley, P.C. is a Dallas law practice representing employees in lawsuits versus companies. Typical cases include employment discrimination, retaliation, unpaid or mispaid wages, and failure to supply advantages like medical leave or affordable lodging. We have been representing employees considering that 2000 and have helped countless Dallas employees.

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

If you are trying to find an employment attorney to represent you in a legal conflict, please call us.

Having practiced employment law for more than a years, Rob Wiley understands it can be difficult to discover a certified work attorney in Texas. Most of our customers have never needed to hire a lawyer before. We advise you ask these ten questions to discover the finest work attorney for you:

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

Do you typically represent employees or businesses? More than 99% of our clients are workers. Our Dallas employment lawyers strongly argue for imposing and broadening worker rights. Because we do not represent companies, we are not concerned with losing company 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 licensed Rob Wiley as a Professional in Labor and Employment Law.

Does your law office have the essential resources to handle my case? Yes. With 7 dedicated full-time attorneys in Dallas, we have the resources to deal with most cases.

Are you a solo practitioner or does your firm employee numerous lawyers that can help with my case? We are a real law office that interacts as a group.

What do other employment attorneys consider you? Rob Wiley, Dallas employment legal representative, has an outstanding reputation. 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 been called a Texas Super Lawyer by Thompson Reuters every year because 2014, named a Super Lawyers Rising Star from 2012-2013, and has been invited to speak at various legal representative training conferences across the United States and internationally.

Have you ever been reprimanded or disciplined by a bar association? No. You can verify lawyer disciplinary history at www.texasbar.com.

Will you meet me in person for the initial consultation? Yes. We strongly promote for face-to-face meetings. Most work cases are complex. Our Dallas employment lawyers desire to meet with you face to face to have a significant conversation about your case.

Will I satisfy a real attorney for my initial consultation? Yes. Unlike lots of law practice, we do not use paralegals or non-lawyer personnel for initial consultations.

Do you charge a preliminary consultation cost? If not, why not? Yes, we charge a consultation charge. By charging a seek advice from cost, we considerably lower the number of preliminary consultations. This allows us to have an attorney present at every initial consultation. It also guarantees that the clients we see are serious about their case. Our company believe that most trusted employment lawyers charge for an initial consultation. In our viewpoint, employment lawyers who do not charge for a preliminary speak with are normally not very great.

The Law Office of Rob Wiley, P.C. represents workers in a range of disputes with their employers. A number 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 the majority of our cases are private cases, we likewise represent employees in class or cumulative actions and intricate 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 essential to hire a lawyer before filing a claim with any federal government firm such as the Equal Employment Opportunity Commission (EEOC). We regularly represent employees before federal government firms and in court.

It is prohibited for an employer to permit a hostile workplace under a number of state and federal laws. Generally, a hostile workplace takes place when a staff member experiences serious or pervasive harassment. For instance, a manager who sexually harasses a subordinate can develop an unlawful hostile workplace. Similarly, usage of the “n-word,” teasing a handicapped staff member, or demeaning a worker’s religions could create a hostile work environment.

It is unlawful for an employer to strike back versus a worker for working out office rights. This can consist of retaliation for complaining about discrimination, harassment, workplace security, unsettled overtime, or union organizing. Retaliatory acts include termination, failure to promote, or pay cuts. Retaliation can likewise include harassment or bullying created to deter other staff members from making grievances or doing something about it against the company. Employees who understand financial or government fraud may have special whistleblower defenses. Our law office represents whistleblowers in proceedings before the SEC, FINRA, and OSHA. We also represent whistleblowers in federal court actions concerning grant scams, Medicare/Medicaid fraud, and defense contracting scams.

Every year companies in the United States underpay their staff members by billions of dollars. Most American employees 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 hourly rate. Sweating off the clock, including over lunch or after hours, is usually prohibited. Only certain top-level supervisors, administrators, and experts might be paid an income in lieu of overtime. The exceptions are scarce.

While lots of staff members are considered tipped employees and are paid $2.13 per hour, total payment should be at least $7.25 per hour, consisting of suggestions. Additionally, companies need to pay tipped workers $5.12 instead of $2.13 or $3.20 when working overtime. It is illegal for a dining establishment to need tipped employees to pay damage costs, employment strolled tabs, employment or share tips with kitchen staff, janitors, or management.

Employees who get approved for family and medical leave are entitled to approximately 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 severe medical condition. Importantly, leave can be taken in blocks or on an intermittent, as required basis. Employers can not retaliate against staff members who are looking for leave, have actually departed, or are from leave. After taking leave, a staff member should be returned to the exact same or an equivalent position.

Under the Americans with Disabilities Act (“ADA”) an employer must offer a handicapped employee with affordable accommodations. if it would allow the employee to perform the vital functions of the job. Reasonable lodgings could consist of, customizing work schedules, short-term leave, working from home, employment or changing task tasks.

The deadline to file a work claim can be exceptionally brief. If you are experiencing problems in your work environment or have actually been fired, call our workplace immediately.

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