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Rob Wiley, P.C. is a Dallas law company representing employees in suits versus companies. Typical cases consist of employment discrimination, retaliation, overdue or mispaid wages, and failure to supply benefits like medical leave or reasonable lodging. We have actually been representing staff members since 2000 and have actually helped countless Dallas workers.

Our office is staffed by 6 attorneys focused entirely on employment law. We office out of a restored Victorian estate originally developed in 1910. We lie in the State-Thomas location of Uptown Dallas.

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

Having practiced employment law for more than a years, Rob Wiley knows it can be hard to find a certified work attorney in Texas. Most of our clients have actually never ever needed to work with a lawyer before. We suggest you ask these ten concerns to find the very best work attorney for you:

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

Do you generally represent employees or services? More than 99% of our customers are staff members. Our Dallas employment attorneys strongly argue for imposing and expanding worker rights. Because we do not represent companies, we are not worried about losing service customers 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 certified Rob Wiley as an Expert in Labor ura.cc and Employment Law.

Does your law practice have the required resources to manage my case? Yes. With seven devoted full-time lawyers in Dallas, we have the resources to manage most cases.

Are you a solo professional or does your firm worker several lawyers that can help with my case? We are a genuine law office that collaborates as a team.

What do other work lawyers believe about you? Rob Wiley, Dallas employment 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 been called a Texas Super Lawyer by Thompson Reuters every year since 2014, called a Super Lawyers Rising Star from 2012-2013, and has actually been invited to speak at numerous lawyer training conferences across the United States and internationally.

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 preliminary consultation? Yes. We highly advocate for face-to-face conferences. Most employment cases are intricate. Our Dallas work attorneys wish to consult with you in person to have a meaningful conversation about your case.

Will I satisfy a real lawyer for my initial consultation? Yes. Unlike numerous law firms, we do not utilize paralegals or non-lawyer staff for preliminary consultations.

Do you charge a preliminary consultation fee? If not, why not? Yes, we charge a consultation charge. By charging a speak with fee, we significantly lower the variety of initial consultations. This permits us to have an attorney present at every preliminary consultation. It also ensures that the clients we see are severe about their case. We think that the majority of reliable employment attorneys charge for a preliminary assessment. In our opinion, work attorneys who do not charge for a preliminary speak with are generally not extremely excellent.

The Law Office of Rob Wiley, P.C. represents staff members in a range 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 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 intricate 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 necessary to work with an attorney before suing with any federal government firm such as the Equal Job Opportunity Commission (EEOC). We routinely represent workers before federal government firms and in court.

It is unlawful for a company to permit a hostile work environment under numerous state and federal laws. Generally, a hostile work environment occurs when a worker experiences extreme or pervasive harassment. For example, a manager who sexually bugs a subordinate can develop an unlawful hostile workplace. Similarly, use of the "n-word," teasing a disabled staff member, or demeaning a worker's religions could produce a hostile work environment.

It is unlawful for an employer to strike back against a staff member for working out workplace rights. This can consist of retaliation for complaining about discrimination, harassment, office security, unpaid overtime, or union arranging. Retaliatory acts include termination, failure to promote, or pay cuts. Retaliation can likewise include harassment or bullying developed to deter other employees from making complaints or doing something about it against the employer. Employees who know monetary or government scams might have special whistleblower defenses. Our law workplace represents whistleblowers in proceedings before the SEC, FINRA, and OSHA. We also represent whistleblowers in federal court actions worrying grant scams, Medicare/Medicaid scams, and defense contracting fraud.

Every year employers in the United States underpay their workers by billions of dollars. Most American workers are eligible to be paid (1) minimum wage which is presently $7.25 per hour, and (2) overtimes salaries of one-and-one-half times their regular per hour rate. Working off the clock, consisting of over lunch or after hours, is usually illegal. Only certain high-level managers, administrators, and professionals might be paid a salary in lieu of overtime. The exceptions are rare.

While lots of workers are thought about tipped staff members and are paid $2.13 per hour, overall compensation must be at least $7.25 per hour, including tips. Additionally, employers 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 staff members to pay breakage fees, walked tabs, or funsilo.date share suggestions with cooking area personnel, janitors, or management.

Employees who and medical leave are entitled to up to 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 serious medical condition. Importantly, leave can be taken in blocks or on a periodic, as needed basis. Employers can not retaliate against employees who are seeking leave, have actually 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 need to provide a handicapped worker with reasonable accommodations. if it would allow the worker to carry out the vital functions of the task. Reasonable lodgings might include, customizing work schedules, short-term leave, working from home, or changing job tasks.

The due date to submit an employment claim can be extremely short. If you are experiencing issues in your work environment or have actually been fired, call our workplace immediately.