Connect 201

Dallas Employment Lawyers

Rob Wiley, P.C. is a Dallas law practice representing employees in suits against companies. Typical cases consist of employment discrimination, somalibidders.com retaliation, overdue or mispaid incomes, and failure to offer advantages like medical leave or affordable lodging. We have actually been representing staff members because 2000 and have helped countless Dallas employees.

Our office is staffed by 6 attorneys focused entirely on work law. We workplace out of a restored Victorian mansion initially constructed in 1910. We lie in the State-Thomas location of Uptown Dallas.

If you are looking for a work lawyer to represent you in a legal conflict, please contact us.

Having practiced employment law for more than a decade, Rob Wiley understands it can be hard to find a certified work lawyer in Texas. Most of our customers have never ever needed to hire an attorney before. We advise you ask these 10 questions to find the finest employment lawyer for you:

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

Do you usually represent employees or services? More than 99% of our customers are employees. Our Dallas employment attorneys aggressively argue for enforcing and broadening employee rights. Because we do not represent employers, we are not interested in losing organization 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 licensed Rob Wiley as a Specialist in Labor and Employment Law.

Does your law practice have the necessary resources to manage 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 firm worker numerous lawyers that can assist with my case? We are a real law practice that works together as a team.

What do other employment legal representatives consider you? Rob Wiley, Dallas work legal representative, has an exceptional reputation. Mr. Wiley is an elected member of the Dallas Bar Association’s Employment Law Council, is the previous president of the Dallas-Fort Worth Employment Lawyers Association, has actually been named a Texas Super Lawyer by Thompson Reuters every year since 2014, called a Super Lawyers Rising Star from 2012-2013, and has been welcomed to speak at different legal representative 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 in person for the preliminary assessment? Yes. We strongly promote for in person conferences. Most work cases are complex. Our Dallas work legal representatives want to meet you personally to have a meaningful discussion about your case.

Will I meet a real lawyer for my initial assessment? Yes. Unlike lots of law office, we do not utilize paralegals or non-lawyer personnel for preliminary assessments.

Do you charge an initial consultation fee? If not, why not? Yes, we charge an assessment fee. By charging a speak with charge, we considerably decrease the variety of initial consultations. This enables us to have a lawyer present at every preliminary consultation. It likewise makes sure that the customers we see are major about their case. Our company believe that a lot of trustworthy work attorneys charge for an initial consultation. In our opinion, employment lawyers who do not charge for an initial consult are usually not 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 firms like the EEOC, the Department of Labor, or the Texas Workforce Commission. Other cases are in state or federal court. Although the majority of our cases are specific cases, we likewise represent workers in class or cumulative actions and complex 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 very important to hire an attorney before suing with any federal government company such as the Equal Job Opportunity Commission (EEOC). We frequently represent workers before government firms and in court.

It is illegal for an employer to allow a hostile workplace under a number of state and federal laws. Generally, a hostile work environment takes place when a worker experiences severe or prevalent harassment. For example, a manager who sexually pesters a subordinate can produce an unlawful hostile workplace. Similarly, use of the “n-word,” teasing a disabled employee, or demeaning an employee’s religious beliefs could create a hostile work environment.

It is prohibited for a company to strike back versus an employee for exercising work environment rights. This can include retaliation for grumbling about discrimination, harassment, work environment security, unpaid overtime, or union arranging. Retaliatory acts consist of termination, failure to promote, or pay cuts. Retaliation can also consist of harassment or bullying developed to deter other employees from making complaints or taking action versus the company. Employees who are aware of monetary or federal government scams may have special whistleblower defenses. Our law office represents whistleblowers in proceedings before the SEC, FINRA, and OSHA. We likewise represent whistleblowers in federal court actions worrying grant scams, Medicare/Medicaid scams, and defense contracting fraud.

Every year companies in the United States underpay their workers by billions of dollars. Most American employees are eligible to be paid (1) base pay which is presently $7.25 per hour, and (2) overtimes incomes of one-and-one-half times their regular per hour rate. Sweating off the clock, including over lunch or after hours, is generally unlawful. Only certain high-level supervisors, administrators, and professionals may be paid a salary in lieu of overtime. The exceptions are scarce.

While numerous workers are thought about tipped employees and are paid $2.13 per hour, total settlement needs to be at least $7.25 per hour, including tips. Additionally, employers need to pay tipped employees $5.12 rather of $2.13 or $3.20 when working overtime. It is prohibited for a restaurant to need tipped employees to pay damage fees, referall.us walked tabs, or share ideas with kitchen area staff, janitors, or management.

Employees who receive family and medical leave are entitled to up to twelve weeks of leave. Leave can be for the care of a spouse, parent, or kid. Employees can likewise take individual medical leave for their own serious medical condition. Importantly, leave can be taken in blocks or on a periodic, as required basis. Employers can not retaliate versus workers who are looking for leave, have actually taken leave, or are returning from leave. After taking leave, a staff member must be gone back to the exact same or an equivalent position.

Under the Americans with Disabilities Act (“ADA”) an employer must provide a handicapped staff member with sensible accommodations. if it would permit the staff member to carry out the essential functions of the job. Reasonable lodgings could consist of, modifying work schedules, short-term leave, working from home, or changing task duties.

The deadline to submit an employment claim can be exceptionally brief. If you are experiencing problems in your office or have been fired, contact our workplace instantly.