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Rob Wiley, P.C. is a Dallas law practice representing workers in lawsuits versus companies. Typical cases consist of work discrimination, retaliation, unsettled or mispaid earnings, and failure to provide benefits like medical leave or reasonable accommodation. We have been representing workers given that 2000 and have actually assisted countless Dallas workers.

Our workplace is staffed by six lawyers focused solely on work law. We workplace out of a brought back Victorian estate originally constructed in 1910. We are located in the State-Thomas area of Uptown Dallas.

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

Having practiced employment law for more than a years, Rob Wiley understands it can be difficult to discover a qualified work legal representative in Texas. The majority of our clients have never needed to hire a legal representative before. We advise you ask these 10 concerns to find the very best work legal representative for you:

What portion of your practice is dedicated to employment 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 lawyers strongly argue for enforcing and expanding worker rights. Because we do not represent companies, we are not worried with losing business customers by passionately battling 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 a Professional in Labor and Employment Law.

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

Are you a solo specialist or does your company staff member several attorneys that can help with my case? We are a real law office that works together as a team.

What do other work lawyers consider you? Rob Wiley, Dallas work attorney, has an excellent credibility. 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 called a Texas Super Lawyer by Thompson Reuters every year given that 2014, named a Super Lawyers Rising Star from 2012-2013, and has been invited to speak at different lawyer training conferences across 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 initial assessment? Yes. We strongly promote for face-to-face conferences. Most work cases are intricate. Our Dallas employment lawyers wish to meet you face to face to have a meaningful discussion about your case.

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

Do you charge a preliminary consultation cost? If not, why not? Yes, we charge a consultation cost. By charging a seek advice from fee, we drastically minimize the variety of initial assessments. This permits us to have a lawyer present at every preliminary consultation. It likewise ensures that the customers we see are serious about their case. We believe that a lot of trusted work attorneys charge for a preliminary consultation. In our opinion, work lawyers who do not charge for a preliminary speak with are generally not really great.

The Law Office of Rob Wiley, P.C. represents staff members in a variety of disagreements with their employers. Many 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 many of our cases are specific cases, we also represent employees in class or cumulative actions and complex lawsuits.

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 crucial to employ an attorney before filing a claim with any federal government agency such as the Equal Employment Opportunity Commission (EEOC). We routinely represent staff members before government agencies and in court.

It is illegal for an employer to permit a hostile work environment under numerous state and federal laws. Generally, a hostile work environment takes place when an employee experiences serious or pervasive harassment. For example, a supervisor who sexually harasses a subordinate can create an illegal hostile work environment. Similarly, usage of the "n-word," ridiculing a disabled staff member, or demeaning a staff member's spiritual beliefs could create a hostile work environment.

It is illegal for an employer to retaliate versus an employee for exercising office rights. This can include retaliation for grumbling about discrimination, harassment, workplace security, unpaid overtime, or union organizing. Retaliatory acts consist of termination, visualchemy.gallery failure to promote, or pay cuts. Retaliation can likewise consist of harassment or bullying created to dissuade other staff members from making problems or doing something about it versus the company. Employees who know monetary or government fraud may have special whistleblower defenses. Our law workplace represents whistleblowers in procedures before the SEC, FINRA, and OSHA. We likewise represent whistleblowers in federal court actions concerning grant scams, Medicare/Medicaid fraud, and defense contracting scams.

Every year employers in the United States underpay their staff members by billions of dollars. Most American workers are eligible to be paid (1) base pay which is currently $7.25 per hour, and (2) overtimes incomes of one-and-one-half times their routine hourly rate. Sweating off the clock, consisting of over lunch or after hours, is practically constantly prohibited. Only particular high-level supervisors, administrators, and professionals may be paid a salary in lieu of overtime. The exceptions are scarce.

While lots of staff members are thought about tipped employees and are paid $2.13 per hour, overall settlement must be at least $7.25 per hour, consisting of pointers. Additionally, companies must pay tipped staff members $5.12 rather of $2.13 or $3.20 when working overtime. It is prohibited for a restaurant to need tipped staff members to pay breakage costs, strolled tabs, or share tips with kitchen area personnel, janitors, or management.

Employees who get approved for family 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 kid. 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 needed basis. Employers can not retaliate versus staff members who are looking for leave, have departed, or are returning from leave. After departing, a staff member must be gone back to the exact same or a comparable position.

Under the Americans with Disabilities Act ("ADA") an employer need to offer a disabled employee with sensible lodgings. if it would permit the staff member to carry out the vital functions of the job. Reasonable lodgings could consist of, modifying work schedules, brief term leave, working from home, or changing job responsibilities.

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, contact our office instantly.