Dallas Employment Lawyers
Rob Wiley, P.C. is a Dallas law office representing workers in claims versus employers. Typical cases consist of work discrimination, retaliation, unsettled or mispaid wages, and failure to provide benefits like medical leave or sensible accommodation. We have been representing workers considering that 2000 and have actually assisted thousands of Dallas employees.
Our workplace is staffed by six lawyers focused solely on work law. We workplace out of a brought back Victorian mansion originally integrated in 1910. We are located in the State-Thomas location of Uptown Dallas.
If you are searching for an employment lawyer to represent you in a legal conflict, please contact us.
Having practiced employment law for more than a years, Rob Wiley understands it can be challenging to find a qualified employment legal representative in Texas. The majority of our customers have never needed to employ an attorney before. We suggest you ask these 10 concerns to find the very best employment attorney for you:
What portion 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 typically represent workers or organizations? More than 99% of our clients are staff members. Our Dallas employment lawyers aggressively argue for implementing and expanding employee rights. Because we do not represent employers, we are not concerned with losing business customers by passionately battling for 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 actually certified Rob Wiley as an Expert in Labor and Employment Law.
Does your law office have the necessary resources to handle my case? Yes. With seven dedicated full-time lawyers in Dallas, we have the resources to handle most cases.
Are you a solo professional or does your company employee a number of attorneys that can assist with my case? We are a genuine law practice that works together as a group.
What do other employment lawyers think about you? Rob Wiley, Dallas employment legal representative, has an outstanding credibility. 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 actually been named a Texas Super Lawyer by Thompson Reuters every year because 2014, named a Super Lawyers Rising Star from 2012-2013, and has actually been invited to speak at numerous attorney training conferences across the United States and internationally.
Have you ever been reprimanded or disciplined by a bar association? No. You can verify attorney disciplinary history at www.texasbar.com.
Will you consult with me face-to-face for the preliminary assessment? Yes. We strongly promote for in person conferences. Most work cases are complicated. Our Dallas work legal representatives want to consult with you in individual to have a meaningful conversation about your case.
Will I satisfy a real lawyer for my preliminary assessment? Yes. Unlike lots of law companies, we do not use paralegals or non-lawyer personnel for initial assessments.
Do you charge a preliminary assessment fee? If not, why not? Yes, we charge an assessment cost. By charging a seek advice from cost, we drastically lower the variety of initial assessments. This enables us to have a lawyer present at every initial assessment. It likewise ensures that the customers we see are severe about their case. We think that the majority of reliable employment lawyers charge for an initial consultation. In our viewpoint, work attorneys who do not charge for a preliminary seek advice from are normally not great.
The Law Office of Rob Wiley, P.C. represents workers in a range of disagreements with their companies. A number 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 the majority of our cases are individual cases, we likewise represent employees in class or cumulative actions and intricate lawsuits.
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 hire an attorney before submitting a claim with any federal government agency such as the Equal Employment Opportunity Commission (EEOC). We routinely 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 happens when a worker experiences severe or prevalent harassment. For instance, a manager who sexually harasses a subordinate can develop an illegal hostile work environment. Similarly, use of the „n-word,“ teasing a handicapped employee, or demeaning a staff member’s religious beliefs might develop a hostile work environment.
It is prohibited for a company to strike back versus a staff member for working out work environment rights. This can consist of retaliation for grumbling about discrimination, harassment, work environment safety, unpaid overtime, or union arranging. Retaliatory acts consist of termination, failure to promote, or pay cuts. Retaliation can likewise include harassment or bullying designed to discourage other workers from making grievances or doing something about it versus the company. Employees who understand financial or government fraud might have unique whistleblower . Our law workplace represents whistleblowers in procedures before the SEC, FINRA, and OSHA. We likewise represent whistleblowers in federal court actions worrying grant fraud, Medicare/Medicaid scams, and defense contracting scams.
Every year companies in the United States underpay their staff members 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 hourly rate. Sweating off the clock, consisting of over lunch or after hours, is usually illegal. Only particular high-level supervisors, administrators, and specialists may be paid an income in lieu of overtime. The exceptions are scarce.
While many employees are considered tipped staff members and are paid $2.13 per hour, overall payment must be at least $7.25 per hour, consisting of tips. Additionally, employers need to pay tipped employees $5.12 instead of $2.13 or $3.20 when working overtime. It is illegal for a restaurant to require tipped employees to pay damage fees, strolled tabs, or share pointers with kitchen staff, 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 referall.us dad, or child. Employees can likewise take individual medical leave for their own serious medical condition. Importantly, leave can be taken in blocks or on an intermittent, as required basis. Employers can not retaliate against employees who are looking for leave, have actually departed, or are returning from leave. After taking leave, an employee should be gone back to the very same or an equivalent position.
Under the Americans with Disabilities Act („ADA“) an employer must offer a disabled staff member with affordable lodgings. if it would permit the worker to carry out the necessary functions of the task. Reasonable lodgings could include, customizing work schedules, brief term leave, working from home, or adjusting job tasks.
The due date to submit a work claim can be extremely brief. If you are experiencing problems in your work environment or have actually been fired, contact our workplace instantly.