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Rob Wiley, P.C. is a Dallas law company representing employees in claims against companies. Typical cases include work discrimination, retaliation, unsettled or mispaid salaries, and failure to offer advantages like medical leave or affordable lodging. We have actually been representing workers considering that 2000 and have assisted countless Dallas employees.

Our office is staffed by 6 lawyers focused exclusively on work law. We office out of a restored Victorian mansion originally integrated in 1910. We are situated in the State-Thomas location of Uptown Dallas.

If you are searching for an employment legal representative 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 difficult to discover a qualified employment legal representative in Texas. Most of our customers have actually never ever needed to employ a legal representative before. We suggest you ask these 10 questions to find the finest work lawyer for you:

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

Do you usually represent employees or services? More than 99% of our customers are workers. Our Dallas employment attorneys strongly argue for enforcing and broadening employee rights. Because we do not represent employers, we are not concerned with losing company customers by passionately battling for staff members.

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

Does your law firm have the essential resources to manage my case? Yes. With seven devoted full-time lawyers in Dallas, we have the resources to manage most cases.

Are you a solo professional or does your firm staff member several lawyers that can assist with my case? We are a genuine law practice that works together as a group.

What do other work attorneys consider you? Rob Wiley, Dallas employment attorney, has an exceptional reputation. 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 been called a Texas Super Lawyer by Thompson Reuters every year given that 2014, called a Super Lawyers Rising Star from 2012-2013, and has actually been invited to speak at various attorney training conferences throughout the United States and worldwide.

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

Will you meet me face-to-face for the preliminary consultation? Yes. We strongly promote for in person conferences. Most work cases are complex. Our Dallas employment legal representatives wish to fulfill with you face to face to have a meaningful discussion about your case.

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

Do you charge an initial assessment cost? If not, why not? Yes, we charge an assessment fee. By charging a consult fee, we dramatically lower the number of preliminary assessments. This enables us to have an attorney present at every initial assessment. It likewise makes sure that the customers we see are severe about their case. Our company believe that many respectable employment attorneys charge for a preliminary assessment. In our viewpoint, work 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 variety of disputes with their employers. 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 submitted in state or federal court. Although many of our cases are private cases, we likewise represent workers in class or cumulative actions and complex lawsuits.

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 important to work with an attorney before suing with any federal government company such as the Equal Employment Opportunity Commission (EEOC). We routinely represent employees before federal government agencies and in court.

It is prohibited for an employer to allow a hostile workplace under several state and federal laws. Generally, a hostile workplace takes place when a staff member experiences severe or pervasive harassment. For example, a manager who sexually pesters a subordinate can produce an unlawful hostile workplace. Similarly, usage of the "n-word," teasing a disabled worker, or demeaning a worker's religions might develop a hostile workplace.

It is illegal for an employer to strike back against an employee for working out workplace rights. This can include retaliation for grumbling about discrimination, harassment, office security, unpaid overtime, or union organizing. Retaliatory acts consist of termination, failure to promote, or pay cuts. Retaliation can likewise include harassment or bullying developed to discourage other employees from making problems or doing something about it against the employer. Employees who know financial or government fraud might have special whistleblower securities. Our law workplace represents whistleblowers in proceedings before the SEC, FINRA, and OSHA. We also represent whistleblowers in federal court actions worrying grant fraud, Medicare/Medicaid fraud, and defense contracting scams.

Every year employers in the United States underpay their employees 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 incomes of one-and-one-half times their routine hourly rate. Working off the clock, consisting of over lunch or after hours, is usually illegal. Only specific high-level managers, wiki.asexuality.org administrators, and professionals may be paid an income in lieu of overtime. The exceptions are scarce.

While many workers are thought about tipped staff members and are paid $2.13 per hour, total payment must be at least $7.25 per hour, consisting of suggestions. Additionally, companies must pay tipped staff members $5.12 instead of $2.13 or $3.20 when working overtime. It is unlawful for a restaurant to need tipped workers to pay breakage charges, walked tabs, or share tips with kitchen staff, janitors, or management.

Employees who get approved for household 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 individual medical leave for their own major medical condition. Importantly, leave can be taken in blocks or on a periodic, as needed basis. Employers can not strike back against employees who are seeking leave, have taken leave, or are returning from leave. After taking leave, a worker should be gone back to the same or an equivalent position.

Under the Americans with Disabilities Act ("ADA") an employer need to offer a handicapped employee with sensible lodgings. if it would allow the worker to perform the important functions of the task. Reasonable accommodations could consist of, modifying work schedules, brief term leave, working from home, or adjusting task duties.

The deadline to file a work claim can be exceptionally short. If you are experiencing problems in your work environment or have actually been fired, call our office instantly.

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