Workonit

Dallas Employment Lawyers

Rob Wiley, P.C. is a Dallas law office representing workers in lawsuits against companies. Typical cases include work discrimination, retaliation, unpaid or mispaid earnings, and failure to offer advantages like medical leave or affordable lodging. We have actually been representing workers since 2000 and have actually assisted thousands of Dallas employees.

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

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

Having practiced employment law for more than a decade, Rob Wiley knows it can be tough to discover a certified work lawyer in Texas. Most of our clients have actually never ever had to hire a legal representative before. We suggest you ask these 10 concerns to find the finest employment lawyer for you:

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

Do you generally represent workers or businesses? More than 99% of our clients are staff members. Our Dallas employment lawyers aggressively argue for employment enforcing and expanding worker rights. Because we do not represent employers, we are not interested in losing company clients by passionately battling for employees.

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 accredited Rob Wiley as a Professional in Labor and Employment Law.

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

Are you a solo specialist or does your firm staff member several lawyers that can assist with my case? We are a real law office that interacts as a group.

What do other work lawyers consider you? Rob Wiley, Dallas work legal representative, has an exceptional track record. Mr. Wiley is a chosen member of the Dallas Bar Association’s Employment Law Council, is the previous 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 been invited to speak at different 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 assessment? Yes. We highly advocate for in person meetings. Most work cases are intricate. Our Dallas work attorneys desire to meet you personally to have a significant discussion about your case.

Will I meet an actual attorney for my preliminary assessment? Yes. Unlike lots of law companies, we do not use paralegals or non-lawyer staff for initial consultations.

Do you charge a preliminary assessment fee? If not, why not? Yes, we charge an assessment cost. By charging a consult fee, we significantly lower the number of initial assessments. This permits us to have an attorney present at every initial consultation. It likewise ensures that the customers we see are major about their case. We believe that the majority of credible work attorneys charge for a preliminary consultation. In our viewpoint, employment attorneys who do not charge for an initial speak with are normally not great.

The Law Office of Rob Wiley, P.C. represents workers in a range of disagreements with their companies. 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 most of our cases are specific cases, we likewise represent workers in class or collective 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 crucial to employ a lawyer before suing with any federal government agency such as the Equal Employment Opportunity Commission (EEOC). We frequently represent employees before federal government companies 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 work environment takes place when an employee experiences severe or prevalent harassment. For instance, a manager who sexually bothers a subordinate can develop an illegal hostile workplace. Similarly, use of the “n-word,” taunting a handicapped employee, or demeaning an employee’s religions could develop a hostile workplace.

It is prohibited for an employer to strike back versus an employee for working out work environment rights. This can consist of retaliation for grumbling about discrimination, harassment, workplace security, employment unsettled overtime, or union arranging. Retaliatory acts include termination, failure to promote, or pay cuts. Retaliation can likewise include harassment or bullying created to discourage other employees from making complaints or acting against the employer. Employees who are aware of monetary or federal government fraud might have unique whistleblower securities. Our law workplace represents whistleblowers in proceedings before the SEC, FINRA, and OSHA. We likewise represent whistleblowers in federal court actions concerning grant fraud, Medicare/Medicaid fraud, and defense contracting fraud.

Every year employers 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, employment and (2) overtimes incomes of one-and-one-half times their regular per hour rate. Working off the clock, consisting of over lunch or after hours, is usually prohibited. Only particular high-level managers, administrators, and specialists may be paid an income in lieu of overtime. The exceptions are rare.

While lots of workers are considered tipped workers and are paid $2.13 per hour, overall compensation needs to be at least $7.25 per hour, consisting of suggestions. Additionally, companies should pay tipped employees $5.12 instead of $2.13 or $3.20 when working overtime. It is illegal for a restaurant to need tipped workers to pay damage costs, walked tabs, or share tips with kitchen 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 spouse, moms and dad, or kid. Employees can likewise take personal medical leave for their own serious medical condition. Importantly, leave can be taken in blocks or on an intermittent, as needed basis. Employers can not retaliate against workers who are looking for leave, have actually departed, or are returning from leave. After departing, a staff member should be returned to the exact same or a comparable position.

Under the Americans with Act (“ADA”) an employer need to offer a disabled employee with reasonable accommodations. if it would allow the worker to perform the necessary functions of the task. Reasonable accommodations might consist of, customizing work schedules, short-term leave, working from home, or adjusting job tasks.

The due date to file a work claim can be exceptionally short. If you are experiencing issues in your work environment or have actually been fired, call our workplace right away.