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About Us

Dallas Employment Lawyers

Rob Wiley, P.C. is a Dallas law practice representing employees in claims against employers. Typical cases include employment discrimination, retaliation, overdue or mispaid salaries, and failure to offer advantages like medical leave or job affordable lodging. We have been representing staff members considering that 2000 and have actually assisted thousands of Dallas workers.

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

If you are trying to find a work lawyer to represent you in a legal dispute, please call us.

Having practiced work law for more than a decade, Rob Wiley understands it can be hard to discover a qualified work lawyer in Texas. Most of our customers have actually never ever needed to employ an attorney before. We recommend you ask these 10 questions to discover the very best work lawyer for you:

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

Do you normally represent workers or services? More than 99% of our customers are workers. Our Dallas work attorneys aggressively argue for implementing and broadening worker rights. Because we do not represent employers, we are not worried about losing service clients by passionately battling for 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 licensed Rob Wiley as a Specialist in Labor and Employment Law.

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

Are you a solo specialist or does your firm staff member several attorneys that can help with my case? We are a genuine law firm that interacts as a group.

What do other work lawyers consider you? Rob Wiley, Dallas employment attorney, has an exceptional reputation. Mr. Wiley is a chosen 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 given 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 internationally.

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

Will you satisfy with me face-to-face for the preliminary assessment? Yes. We highly promote for face-to-face conferences. Most work cases are complicated. Our Dallas work legal representatives desire to consult with you personally to have a significant discussion about your case.

Will I fulfill a real attorney for my preliminary assessment? Yes. Unlike lots of law practice, job we do not use paralegals or non-lawyer personnel for preliminary consultations.

Do you charge a preliminary consultation fee? If not, why not? Yes, we charge an assessment fee. By charging a speak with cost, we drastically reduce the number of initial consultations. This permits us to have an attorney present at every preliminary consultation. It also ensures that the clients we see are major about their case. Our company believe that a lot of trustworthy employment lawyers charge for an initial assessment. In our opinion, work legal representatives who do not charge for an initial consult are typically not very great.

The Law Office of Rob Wiley, P.C. represents workers in a range of disputes with their employers. A lot of our cases are before state and federal agencies like the EEOC, the Department of Labor, or the Texas Workforce Commission. Other cases are submitted in state or federal court. Although the majority of our cases are individual cases, we likewise represent workers in class or cumulative actions and complex 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 filing a claim with any federal government firm such as the Equal Employment Opportunity Commission (EEOC). We regularly represent workers before federal government companies and in court.

It is prohibited for a company to permit a hostile workplace under several state and federal laws. Generally, a hostile work environment occurs when a worker experiences extreme or prevalent harassment. For instance, a supervisor who sexually harasses a subordinate can produce an illegal hostile work environment. Similarly, job use of the “n-word,” taunting a disabled worker, or demeaning a worker’s religious beliefs could produce a hostile workplace.

It is prohibited for an employer to strike back versus a staff member for working out office rights. This can include retaliation for grumbling about discrimination, harassment, work environment safety, unsettled overtime, or union arranging. Retaliatory acts consist of termination, failure to promote, or pay cuts. Retaliation can also consist of harassment or bullying created to deter other employees from making problems or doing something about it against the company. Employees who know financial or government scams may have unique whistleblower defenses. Our law workplace represents whistleblowers in procedures before the SEC, FINRA, and OSHA. We likewise represent whistleblowers in federal court actions concerning grant fraud, Medicare/Medicaid scams, and defense contracting fraud.

Every year employers in the United States underpay their staff members by billions of dollars. Most American workers are eligible to be paid (1) base pay which is currently $7.25 per hour, and (2) overtimes earnings of one-and-one-half times their regular per hour rate. Working off the clock, consisting of over lunch or after hours, is practically always illegal. Only specific high-level supervisors, administrators, and experts may be paid a salary in lieu of overtime. The exceptions are scarce.

While lots of staff members are considered tipped staff members and are paid $2.13 per hour, overall settlement needs to be at least $7.25 per hour, including pointers. Additionally, companies should pay tipped staff members $5.12 instead of $2.13 or $3.20 when working overtime. It is unlawful for a restaurant to require tipped staff members to pay damage fees, strolled tabs, or share tips with kitchen personnel, 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 partner, parent, or kid. Employees can likewise take personal medical leave for their own severe medical condition. Importantly, leave can be taken in blocks or on an intermittent, as required basis. Employers can not retaliate versus employees who are looking for leave, have departed, or are returning from leave. After departing, a staff member must be gone back to the very same or an equivalent position.

Under the Americans with Disabilities Act (“ADA”) an employer need to offer a handicapped staff member with sensible lodgings. if it would allow the staff member to perform the of the job. Reasonable accommodations might consist of, modifying work schedules, short-term leave, working from home, or changing job tasks.

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