Talentlagoon

Dallas Employment Lawyers

Rob Wiley, P.C. is a Dallas law office representing employees in claims versus employers. Typical cases consist of work discrimination, retaliation, unpaid or mispaid earnings, and failure to supply advantages like medical leave or sensible accommodation. We have been representing employees considering that 2000 and have assisted countless Dallas workers.

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

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

Having practiced employment law for more than a decade, employment Rob Wiley understands it can be tough to discover a certified employment lawyer in Texas. The majority of our customers have never ever had to work with a lawyer before. We advise you ask these 10 concerns to discover the finest work lawyer for you:

What portion of your practice is committed to work law?The Law Office of Rob Wiley, P.C. dedicates nearly all of our practice to employment law.

Do you generally represent workers or organizations? More than 99% of our customers are workers. Our Dallas employment attorneys aggressively argue for implementing and broadening worker rights. Because we do not represent employers, we are not worried about losing organization customers by passionately fighting for employees.

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 Professional in Labor employment and Employment Law.

Does your law office have the required resources to manage my case? Yes. With 7 dedicated full-time lawyers in Dallas, we have the resources to deal with most cases.

Are you a solo practitioner or does your firm employee numerous attorneys that can assist with my case? We are a genuine law company that collaborates as a group.

What do other employment attorneys think about you? Rob Wiley, Dallas employment legal representative, 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 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 invited to speak at different legal representative training conferences throughout the United States and worldwide.

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

Will you fulfill with me face-to-face for employment the preliminary assessment? Yes. We highly promote for face-to-face meetings. Most employment cases are complicated. Our Dallas employment lawyers wish to meet you in person to have a meaningful conversation about your case.

Will I fulfill a real lawyer for my preliminary consultation? Yes. Unlike many law practice, we do not use paralegals or non-lawyer personnel for preliminary consultations.

Do you charge an initial assessment charge? If not, why not? Yes, we charge an assessment fee. By charging a consult cost, we dramatically reduce the variety of preliminary consultations. This enables us to have an attorney present at every initial consultation. It likewise makes sure that the customers we see are serious about their case. We believe that the majority of credible work attorneys charge for an initial assessment. In our viewpoint, employment legal representatives who do not charge for an initial seek advice from are generally not extremely excellent.

The Law Office of Rob Wiley, P.C. represents employees in a range of disputes with their companies. Much of our cases are before state and federal agencies like the EEOC, the Department of Labor, employment or the Commission. Other cases are filed in state or federal court. Although most of our cases are specific cases, we also represent workers in class or cumulative actions and intricate litigation.

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 important to hire an attorney before filing a claim with any government firm such as the Equal Employment Opportunity Commission (EEOC). We routinely represent employees before federal government firms and in court.

It is prohibited for an employer to allow a hostile workplace under numerous state and federal laws. Generally, a hostile workplace occurs when a worker experiences serious or prevalent harassment. For example, a manager who sexually bothers a subordinate can develop an unlawful hostile work environment. Similarly, usage of the “n-word,” teasing a handicapped staff member, or demeaning a staff member’s faiths could create a hostile workplace.

It is prohibited for a company to retaliate against an employee for working out office rights. This can include retaliation for complaining about discrimination, harassment, workplace safety, unsettled overtime, employment or union arranging. Retaliatory acts include termination, failure to promote, or pay cuts. Retaliation can also include harassment or bullying created to discourage other employees from making problems or acting versus the company. Employees who understand financial or federal government scams may have special whistleblower securities. Our law office represents whistleblowers 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 employees are qualified to be paid (1) base pay which is presently $7.25 per hour, and (2) overtimes earnings of one-and-one-half times their routine per hour rate. Working off the clock, including over lunch or after hours, is usually unlawful. Only specific top-level managers, administrators, and experts might be paid a wage in lieu of overtime. The exceptions are scarce.

While numerous employees are considered tipped employees and are paid $2.13 per hour, overall settlement needs to be at least $7.25 per hour, including tips. Additionally, companies need to pay tipped workers $5.12 instead of $2.13 or $3.20 when working overtime. It is prohibited for employment a dining establishment to require tipped employees to pay breakage fees, walked tabs, or share pointers with kitchen personnel, janitors, or management.

Employees who certify for household and medical leave are entitled to up to twelve weeks of leave. Leave can be for the care of a spouse, parent, or child. Employees can also take personal 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 retaliate versus workers who are looking for leave, have taken leave, or are returning from leave. After taking leave, a worker needs to be returned to the same or a comparable position.

Under the Americans with Disabilities Act (“ADA”) a company need to offer a disabled worker with sensible lodgings. if it would enable the employee to perform the vital functions of the task. Reasonable accommodations could include, modifying work schedules, short-term leave, working from home, or changing job tasks.

The deadline to file an employment claim can be incredibly brief. If you are experiencing issues in your work environment or have actually been fired, contact our workplace instantly.