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Rob Wiley, P.C. is a Dallas law firm representing employees in claims against companies. Typical cases include employment discrimination, retaliation, overdue or mispaid incomes, and failure to provide advantages like medical leave or sensible accommodation. We have actually been representing workers given that 2000 and have actually assisted countless Dallas workers.

Our workplace is staffed by 6 attorneys focused exclusively on employment law. We office out of a restored Victorian mansion initially integrated in 1910. We are located in the State-Thomas area of Uptown Dallas.

If you are trying to find an employment attorney to represent you in a legal dispute, please contact us.

Having practiced work law for more than a years, Rob Wiley knows it can be tough to discover a certified work legal representative in Texas. The majority of our customers have actually never ever had to work with a legal representative before. We recommend you ask these ten concerns to discover the finest work lawyer for you:

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

Do you usually represent employees or companies? More than 99% of our customers are staff members. Our Dallas employment attorneys strongly argue for implementing and expanding worker rights. Because we do not represent companies, we are not interested in losing organization clients by passionately defending staff members.

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 licensed Rob Wiley as an Expert in Labor and Employment Law.

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

Are you a solo professional or does your company worker several attorneys that can assist with my case? We are a genuine law firm that works together as a team.

What do other work lawyers think of you? Rob Wiley, Dallas work legal representative, has an excellent reputation. 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 named a Texas Super Lawyer by Thompson Reuters every year because 2014, called a Super Lawyers Rising Star from 2012-2013, and has actually been invited to speak at various lawyer 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 consult with me face-to-face for the initial consultation? Yes. We strongly promote for face-to-face meetings. Most employment cases are intricate. Our Dallas employment legal representatives desire to meet you personally to have a significant conversation about your case.

Will I meet a real attorney for my initial assessment? Yes. Unlike numerous law practice, 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 consult fee, we drastically decrease the variety of initial assessments. This enables us to have an attorney present at every preliminary consultation. It also ensures that the customers we see are severe about their case. Our company believe that the majority of reputable employment attorneys charge for a preliminary consultation. In our viewpoint, employment legal representatives who do not charge for an initial consult are typically not excellent.

The Law Office of Rob Wiley, P.C. represents workers in a variety of disagreements with their companies. A lot 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 specific cases, we also represent employees in class or collective actions and intricate 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 necessary to work with a lawyer before submitting a claim with any federal government agency such as the Equal Employment Opportunity Commission (EEOC). We frequently represent workers before federal government firms and in court.

It is illegal for a company to allow a hostile workplace under a number of state and federal laws. Generally, a hostile work environment takes place when a worker experiences severe or pervasive harassment. For example, a supervisor who sexually pesters a subordinate can develop an illegal hostile work environment. Similarly, usage of the "n-word," ridiculing a disabled staff member, or demeaning an employee's spiritual beliefs might develop a hostile work environment.

It is prohibited for an employer to retaliate against an employee for working out work environment rights. This can include retaliation for complaining about discrimination, harassment, work environment safety, overdue overtime, or union organizing. Retaliatory acts consist of termination, failure to promote, or pay cuts. Retaliation can also include harassment or bullying created to deter other staff members from making grievances or acting against the employer. Employees who understand financial or government fraud might have special whistleblower protections. Our law office represents in proceedings before the SEC, FINRA, and OSHA. We also represent whistleblowers in federal court actions concerning 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) base pay which is presently $7.25 per hour, and (2) overtimes salaries of one-and-one-half times their regular per hour rate. Sweating off the clock, consisting of over lunch or after hours, is usually unlawful. Only specific high-level supervisors, administrators, and professionals might be paid a salary in lieu of overtime. The exceptions are rare.

While numerous employees are considered tipped staff members and are paid $2.13 per hour, overall payment should be at least $7.25 per hour, including suggestions. Additionally, companies must pay tipped workers $5.12 rather of $2.13 or $3.20 when working overtime. It is unlawful for employment a dining establishment to require tipped staff members to pay breakage fees, strolled tabs, or share pointers with kitchen staff, janitors, or management.

Employees who receive family and medical leave are entitled to approximately twelve weeks of leave. Leave can be for the care of a partner, parent, or child. Employees can likewise take personal medical leave for their own major medical condition. Importantly, leave can be taken in blocks or on an intermittent, as required basis. Employers can not retaliate against staff members who are looking for leave, have actually taken leave, or are returning from leave. After taking leave, a staff member should be gone back to the very same or an equivalent position.

Under the Americans with Disabilities Act ("ADA") an employer must provide a handicapped worker with affordable accommodations. if it would allow the worker to carry out the vital functions of the task. Reasonable accommodations might include, customizing work schedules, short-term leave, working from home, or changing job tasks.

The deadline to submit an employment claim can be incredibly short. If you are experiencing problems in your work environment or have actually been fired, call our workplace instantly.