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Rob Wiley, P.C. is a Dallas law office representing workers in suits against companies. Typical cases include employment discrimination, retaliation, overdue or mispaid incomes, and failure to provide advantages like medical leave or reasonable accommodation. We have been representing staff members because 2000 and have actually assisted thousands of Dallas workers.

Our workplace is staffed by six attorneys focused exclusively on employment law. We office out of a restored Victorian estate originally built in 1910. We lie in the State-Thomas location of Uptown Dallas.

If you are looking for an employment attorney to represent you in a legal disagreement, please contact us.

Having practiced work law for more than a decade, Rob Wiley knows it can be challenging to discover a certified work legal representative in Texas. The majority of our customers have actually never had to hire a legal representative before. We recommend you ask these ten questions to find the finest work legal representative for you:

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

Do you usually represent employees or businesses? More than 99% of our clients are workers. Our Dallas employment attorneys aggressively argue for enforcing and broadening employee rights. Because we do not represent companies, we are not concerned with losing service customers by passionately fighting 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 an Expert in Labor and Employment Law.

Does your law practice have the essential 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 practitioner or does your firm staff member several lawyers that can help with my case? We are a genuine law company that interacts as a team.

What do other work lawyers consider you? Rob Wiley, Dallas work lawyer, has an exceptional track record. Mr. Wiley is an elected member of the Dallas Bar Association's Employment Law Council, is the previous president of the Dallas-Fort Worth Employment Lawyers Association, has actually 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 been invited to speak at numerous lawyer training conferences across the United States and worldwide.

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

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

Will I meet a real lawyer for my initial consultation? Yes. Unlike numerous law companies, we do not utilize paralegals or non-lawyer staff for preliminary consultations.

Do you charge an initial consultation fee? If not, why not? Yes, we charge an assessment cost. By charging a consult charge, we dramatically decrease the number of preliminary assessments. This permits us to have an attorney present at every preliminary consultation. It also makes sure that the clients we see are serious about their case. Our company believe that the majority of trusted work lawyers charge for an initial consultation. In our opinion, employment lawyers who do not charge for an initial consult are typically not great.

The Law Office of Rob Wiley, P.C. represents employees in a variety of disagreements with their companies. Many of our cases are before state and federal agencies 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 workers in class or collective actions and complex lawsuits.

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 very important to work with a lawyer before filing a claim with any government company such as the Equal Employment Opportunity Commission (EEOC). We routinely represent workers before government agencies and in court.

It is unlawful for an employer to allow a hostile work environment under numerous state and federal laws. Generally, a hostile work environment takes place when a worker experiences extreme or pervasive harassment. For example, a supervisor who sexually bothers a subordinate can produce an unlawful hostile workplace. Similarly, use of the "n-word," teasing a handicapped worker, or demeaning an employee's faiths could develop a hostile work environment.

It is unlawful for a company to strike back against an employee for exercising workplace rights. This can consist of retaliation for complaining about discrimination, harassment, workplace security, unsettled overtime, or union arranging. Retaliatory acts consist of termination, failure to promote, or pay cuts. Retaliation can likewise consist of harassment or bullying created to discourage other staff members from making problems or taking action versus the company. Employees who are aware of monetary or government fraud might have unique whistleblower protections. Our law workplace represents whistleblowers in proceedings before the SEC, FINRA, and OSHA. We also represent whistleblowers in federal court actions worrying grant scams, Medicare/Medicaid scams, and defense contracting scams.

Every year companies in the United States underpay their employees by billions of dollars. Most American workers are qualified to be paid (1) minimum wage which is presently $7.25 per hour, and (2) overtimes wages of one-and-one-half times their regular hourly rate. Sweating off the clock, consisting of over lunch or after hours, is generally unlawful. Only particular high-level supervisors, administrators, and specialists might be paid a salary in lieu of overtime. The exceptions are couple of and far between.

While many staff members are thought about tipped staff members and are paid $2.13 per hour, overall payment must be at least $7.25 per hour, consisting of tips. Additionally, companies must pay tipped staff members $5.12 instead of $2.13 or $3.20 when working overtime. It is prohibited for a restaurant to need tipped employees to pay breakage fees, walked tabs, or share tips with kitchen area personnel, disgaeawiki.info janitors, or management.

Employees who receive household and medical leave are entitled to approximately 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 severe medical condition. Importantly, leave can be taken in blocks or on a periodic, as needed basis. Employers can not strike back versus staff members who are looking for leave, have actually taken leave, or are returning from leave. After taking leave, a worker must be returned to the very same or an equivalent position.

Under the Americans with Disabilities Act ("ADA") a company should provide a disabled employee with affordable accommodations. if it would permit the staff member to carry out the necessary functions of the task. Reasonable accommodations might consist of, customizing work schedules, leave, working from home, or adjusting job duties.

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