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

Our office is staffed by six attorneys focused entirely on employment law. We workplace out of a brought back Victorian estate initially integrated in 1910. We lie in the State-Thomas area of Uptown Dallas.

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

Having practiced employment law for more than a years, Rob Wiley knows it can be hard to discover a certified work legal representative in Texas. Most of our customers have actually never ever had to hire a legal representative before. We advise you ask these 10 concerns to find the finest work attorney 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 work law.

Do you generally represent employees or businesses? More than 99% of our customers are workers. Our Dallas employment attorneys strongly argue for implementing and broadening worker rights. Because we do not represent employers, we are not worried with losing service clients by passionately combating 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 certified Rob Wiley as a Professional in Labor and Employment Law.

Does your law office have the essential resources to manage my case? Yes. With 7 devoted full-time lawyers in Dallas, we have the resources to handle most cases.

Are you a solo professional or does your company worker numerous attorneys that can assist with my case? We are a real law office that works together as a group.

What do other work legal representatives think about you? Rob Wiley, Dallas employment lawyer, has an excellent track record. 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 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 actually been invited to speak at various lawyer training conferences across the United States and globally.

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

Will you consult with me in person for the preliminary consultation? Yes. We highly promote for face-to-face meetings. Most work cases are intricate. Our Dallas employment legal representatives desire to consult with you personally to have a significant discussion about your case.

Will I fulfill an actual lawyer for my preliminary assessment? Yes. Unlike numerous law office, we do not use paralegals or non-lawyer personnel for initial assessments.

Do you charge an initial assessment charge? If not, why not? Yes, we charge a consultation fee. By charging a seek advice from fee, we significantly minimize the variety of initial consultations. This permits us to have a lawyer present at every preliminary consultation. It likewise makes sure that the customers we see are major about their case. We believe that a lot of reputable employment attorneys charge for a preliminary consultation. In our viewpoint, work attorneys who do not charge for a preliminary seek advice from are generally not excellent.

The Law Office of Rob Wiley, P.C. represents staff members in a range of conflicts with their employers. A number 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 the majority of our cases are specific cases, we also represent employees in class or cumulative actions and complex litigation.

Discrimination is prohibited 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 essential to work with a lawyer before suing with any government firm such as the Equal Employment Opportunity Commission (EEOC). We routinely represent staff members before government agencies and in court.

It is illegal for a company to allow a hostile work environment under a number of state and federal laws. Generally, a hostile workplace happens when a staff member experiences severe or prevalent harassment. For example, a supervisor who sexually pesters a subordinate can produce an unlawful hostile workplace. Similarly, usage of the "n-word," ridiculing a disabled staff member, or demeaning a worker's religions could produce a hostile work environment.

It is prohibited for a company to retaliate versus a worker for working out workplace rights. This can include retaliation for grumbling about discrimination, harassment, office security, unpaid overtime, or union arranging. Retaliatory acts include termination, failure to promote, or pay cuts. Retaliation can likewise consist of harassment or bullying created to dissuade other workers from making problems or doing something about it versus the company. Employees who are mindful of monetary or federal government scams might have special whistleblower securities. Our law office represents whistleblowers in proceedings before the SEC, FINRA, and OSHA. We likewise represent whistleblowers in federal court actions worrying grant fraud, Medicare/Medicaid fraud, and defense contracting fraud.

Every year employers in the United States underpay their employees by billions of dollars. Most American employees are eligible to be paid (1) minimum wage which is currently $7.25 per hour, and (2) overtimes wages of one-and-one-half times their routine per hour rate. Working off the clock, including over lunch or after hours, is often unlawful. Only specific high-level supervisors, administrators, and specialists may be paid a salary in lieu of overtime. The exceptions are rare.

While many staff members are considered tipped employees and are paid $2.13 per hour, employment overall payment needs to be at least $7.25 per hour, including tips. Additionally, employers should pay tipped employees $5.12 rather of $2.13 or $3.20 when working overtime. It is unlawful for a dining establishment to need tipped employees to pay damage charges, strolled tabs, or share pointers with cooking area staff, janitors, or management.

Employees who receive household and medical leave are entitled to as much as twelve weeks of leave. Leave can be for the care of a partner, moms and dad, or child. Employees can also take individual medical leave for their own major medical condition. Importantly, leave can be taken in blocks or on an intermittent, as needed basis. Employers can not retaliate against staff members who are seeking leave, employment have actually taken leave, or are returning from leave. After departing, 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 accommodations. if it would allow the staff member to carry out the important functions of the task. Reasonable lodgings could include, modifying work schedules, employment short-term leave, working from home, or changing task tasks.

The deadline to submit a work claim can be extremely brief. If you are experiencing issues in your office or have been fired, call our workplace immediately.