Rob Wiley, P.C. is a Dallas law office representing employees in suits against companies. Typical cases include employment discrimination, retaliation, overdue or mispaid salaries, and failure to offer advantages like medical leave or reasonable accommodation. We have actually been representing employees given that 2000 and have helped countless Dallas employees.

Our workplace is staffed by six attorneys focused entirely on employment law. We workplace out of a brought back Victorian estate originally constructed in 1910. We are located in the State-Thomas area of Uptown Dallas.

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

Having practiced work law for more than a decade, Rob Wiley knows it can be hard to discover a qualified employment attorney in Texas. The majority of our customers have actually never had to work with a legal representative before. We advise you ask these ten concerns to find the very best work lawyer for you:

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

Do you typically represent employees or businesses? More than 99% of our clients are staff members. Our Dallas employment attorneys aggressively argue for implementing and expanding worker rights. Because we do not represent companies, we are not worried about losing service clients by passionately defending workers.

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 firm have the necessary resources to manage my case? Yes. With 7 dedicated full-time lawyers in Dallas, we have the resources to deal with most cases.

Are you a solo specialist or does your company employee 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 attorneys believe about you? Rob Wiley, Dallas work attorney, has an outstanding 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 considering that 2014, called a Super Lawyers Rising Star from 2012-2013, and has been welcomed to speak at different legal representative training conferences throughout the United States and internationally.

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

Will you meet me in person for the preliminary consultation? Yes. We highly promote for face-to-face conferences. Most employment cases are complicated. Our Dallas employment legal representatives wish to meet you personally to have a meaningful conversation about your case.

Will I fulfill a real lawyer for my initial consultation? Yes. Unlike numerous law practice, we do not utilize paralegals or non-lawyer personnel for initial consultations.

Do you charge an initial assessment charge? If not, why not? Yes, we charge a consultation cost. By charging a seek advice from fee, we significantly lower the variety of preliminary consultations. This allows us to have an attorney present at every initial assessment. It likewise makes sure that the clients we see are major about their case. We believe that most respectable employment lawyers charge for a preliminary consultation. In our opinion, work legal representatives who do not charge for wiki.rolandradio.net a preliminary seek advice from are usually not great.

The Law Office of Rob Wiley, P.C. represents workers in a variety of disagreements with their companies. Much of our cases are before state and federal agencies like the EEOC, the Department of Labor, or the Texas Workforce Commission. Other cases are filed in state or federal court. Although most of our cases are individual cases, we also represent workers in class or collective actions and intricate lawsuits.

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 very important to work with an attorney before suing with any government agency such as the Equal Employment Opportunity Commission (EEOC). We routinely represent staff members before federal government firms and in court.

It is illegal for a company to allow a hostile work environment under a number of state and federal laws. Generally, a hostile work environment takes place when an employee experiences severe or pervasive harassment. For instance, a supervisor who sexually bugs a subordinate can create an unlawful hostile work environment. Similarly, use of the "n-word," teasing a handicapped staff member, or demeaning a worker's religions might create a hostile work environment.

It is illegal for an employer to strike back against an employee for exercising office rights. This can consist of retaliation for grumbling about discrimination, harassment, office safety, unsettled overtime, or union organizing. Retaliatory acts consist of termination, failure to promote, or pay cuts. Retaliation can likewise consist of harassment or bullying created to deter other staff members from making problems or taking action versus the company. Employees who know monetary or federal 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 concerning grant scams, Medicare/Medicaid fraud, 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) base pay which is currently $7.25 per hour, and (2) overtimes incomes of one-and-one-half times their routine hourly rate. Working off the clock, including over lunch or after hours, is generally prohibited. Only particular top-level supervisors, administrators, and professionals may be paid a wage in lieu of overtime. The exceptions are rare.

While many employees are thought about tipped employees and are paid $2.13 per hour, total payment must be at least $7.25 per hour, including tips. Additionally, companies should pay tipped workers $5.12 rather of $2.13 or $3.20 when working overtime. It is unlawful for a restaurant to require tipped employees to pay damage charges, walked tabs, or share pointers with cooking 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 partner, moms and dad, or child. Employees can also take individual medical leave for their own major medical condition. Importantly, leave can be taken in blocks or on an intermittent, as needed basis. Employers can not strike back against employees who are seeking leave, have actually taken leave, or are returning from leave. After taking leave, an employee must be returned to the very same or a comparable position.

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

The deadline to submit a work claim can be incredibly short. If you are experiencing issues in your work environment or have actually been fired, call our office right away.