Rob Wiley, P.C. is a Dallas law practice representing employees in claims against employers. Typical cases include employment discrimination, retaliation, overdue or mispaid incomes, and failure to supply advantages like medical leave or sensible accommodation. We have actually been representing staff members since 2000 and have assisted thousands of Dallas employees.

Our office is staffed by six lawyers focused exclusively on work law. We office out of a brought back Victorian estate initially integrated in 1910. We are located in the State-Thomas location of Uptown Dallas.

If you are searching for a work legal representative to represent you in a legal dispute, please contact us.

Having practiced work law for more than a years, Rob Wiley understands it can be challenging to discover a certified employment lawyer in Texas. The majority of our clients have never ever had to hire a lawyer before. We advise you ask these 10 concerns to find the very best employment lawyer for you:

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

Do you normally represent employees or companies? More than 99% of our customers are employees. Our Dallas work lawyers aggressively argue for imposing and employment broadening worker rights. Because we do not represent companies, we are not interested in losing service clients by passionately fighting for staff members.

Are you a Texas attorney who is Board Certified in Labor and employment Employment Law by the Texas Board of Legal Specialization? Yes. The Texas Board of Legal Specialization has actually certified Rob Wiley as a Professional in Labor and employment Employment Law.

Does your law practice have the needed resources to manage my case? Yes. With 7 dedicated full-time attorneys in Dallas, we have the resources to deal with most cases.

Are you a solo professional or does your company worker a number of lawyers that can assist with my case? We are a real law firm that interacts as a team.

What do other employment attorneys believe about you? Rob Wiley, Dallas work legal representative, has an excellent 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 considering that 2014, called a Super Lawyers Rising Star from 2012-2013, and has been welcomed to speak at numerous legal representative training conferences throughout the United States and worldwide.

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

Will you meet me in person for the initial consultation? Yes. We highly advocate for in person meetings. Most work cases are complicated. Our Dallas work legal representatives want to meet you in individual to have a significant conversation about your case.

Will I meet an actual attorney for my preliminary assessment? Yes. Unlike numerous law firms, we do not utilize paralegals or non-lawyer staff for preliminary assessments.

Do you charge a preliminary assessment fee? If not, why not? Yes, we charge a consultation cost. By charging a consult fee, we significantly minimize the variety of initial consultations. This permits us to have a lawyer present at every initial consultation. It also ensures that the clients we see are severe about their case. Our company believe that many trustworthy employment attorneys charge for a preliminary assessment. In our opinion, work legal representatives who do not charge for a preliminary seek advice from are usually not extremely excellent.

The Law Office of Rob Wiley, P.C. represents employees in a range of disputes with their companies. A number of our cases are before state and federal firms like the EEOC, the Department of Labor, or the Texas Workforce Commission. Other cases are filed in state or federal court. Although many of our cases are private cases, we likewise represent workers in class or cumulative actions and intricate litigation.

Discrimination is prohibited 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 necessary to work with a lawyer before submitting a claim with any federal government agency such as the Equal Job Opportunity Commission (EEOC). We regularly represent employees before government agencies and in court.

It is prohibited for a company to allow a hostile work environment under a number of state and federal laws. Generally, a hostile work environment occurs when an employee experiences serious or prevalent harassment. For instance, a manager who sexually pesters a subordinate can develop an illegal hostile work environment. Similarly, use of the "n-word," teasing a handicapped worker, or demeaning an employee's faiths might produce a hostile work environment.

It is illegal for an employer to strike back against a worker for exercising work environment rights. This can include retaliation for grumbling about discrimination, harassment, workplace safety, unsettled overtime, or union organizing. Retaliatory acts include termination, failure to promote, or employment pay cuts. Retaliation can likewise consist of harassment or bullying created to deter other staff members from making grievances or acting versus the employer. Employees who know monetary or federal government fraud may have special whistleblower defenses. Our law office represents whistleblowers in proceedings before the SEC, FINRA, and OSHA. We also represent whistleblowers in federal court actions worrying grant fraud, Medicare/Medicaid scams, and defense contracting fraud.

Every year companies in the United States underpay their employees by billions of dollars. Most American employees are eligible to be paid (1) minimum wage which is presently $7.25 per hour, and (2) overtimes incomes of one-and-one-half times their regular hourly rate. Sweating off the clock, including over lunch or after hours, is nearly always illegal. Only particular high-level managers, administrators, and specialists might be paid a salary in lieu of overtime. The exceptions are rare.

While lots of employees are thought about tipped employees and are paid $2.13 per hour, total payment must be at least $7.25 per hour, including pointers. Additionally, companies need to pay tipped workers $5.12 instead of $2.13 or $3.20 when working overtime. It is unlawful for a dining establishment to need tipped workers to pay breakage costs, walked tabs, or share tips with kitchen area staff, janitors, or management.

Employees who get approved for family and medical leave are entitled to as much as twelve weeks of leave. Leave can be for the care of a spouse, parent, or child. Employees can also take individual medical leave for their own serious medical condition. Importantly, employment leave can be taken in blocks or on a periodic, as needed basis. Employers can not retaliate versus employees who are seeking leave, have actually departed, or employment are returning from leave. After taking leave, a staff member needs to be gone back to the very same or an equivalent position.

Under the Americans with Disabilities Act ("ADA") a company need to provide a handicapped employee with sensible lodgings. if it would enable the worker to perform the vital functions of the task. Reasonable accommodations might consist of, modifying work schedules, short-term leave, working from home, or adjusting job duties.

The deadline to file a work claim can be exceptionally brief. If you are experiencing problems in your work environment or have actually been fired, contact our workplace right away.