Rob Wiley, P.C. is a Dallas law practice representing workers in suits versus employers. Typical cases include work discrimination, retaliation, overdue or mispaid wages, and failure to supply benefits like medical leave or affordable accommodation. We have been representing staff members considering that 2000 and have actually assisted countless Dallas workers.

Our workplace is staffed by 6 lawyers focused solely on work law. We office out of a restored Victorian mansion originally integrated in 1910. We lie in the State-Thomas area of Uptown Dallas.

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

Having practiced employment law for more than a years, Rob Wiley understands it can be hard to find a qualified employment legal representative in Texas. Most of our clients have never needed to work with an attorney before. We suggest you ask these ten questions to discover the very best work attorney for you:

What percentage of your practice is devoted 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 services? More than 99% of our clients are employees. Our Dallas employment lawyers strongly argue for imposing and expanding worker rights. Because we do not represent companies, we are not interested in losing company clients by passionately fighting for staff members.


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 Specialist in Labor and Employment Law.


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


Are you a solo practitioner or does your firm staff member a number of lawyers that can assist with my case? We are a real law company that works together as a group.


What do other work attorneys think of you? Rob Wiley, Dallas work legal representative, has an exceptional 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 given that 2014, called a Super Lawyers Rising Star from 2012-2013, and has been welcomed to speak at numerous legal representative training conferences across the United States and globally.


Have you ever been reprimanded or disciplined by a bar association? No. You can confirm lawyer 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 complex. Our Dallas employment legal representatives wish to meet you face to face to have a meaningful discussion about your case.


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


Do you charge a preliminary assessment charge? If not, why not? Yes, we charge an assessment charge. By charging a consult charge, we drastically lower the variety of initial consultations. This allows us to have an attorney present at every preliminary consultation. It also ensures that the clients we see are severe about their case. Our company believe that most trustworthy employment lawyers charge for a preliminary assessment. In our opinion, work lawyers who do not charge for a preliminary seek advice from are usually not great.


The Law Office of Rob Wiley, P.C. represents employees in a range of disputes with their employers. A number of our cases are before state and federal firms like the EEOC, the Department of Labor, or the Texas Workforce Commission. Other cases are submitted in state or federal court. Although the majority of our cases are individual cases, we also represent workers in class or collective actions and intricate litigation.

Discrimination is forbidden 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 an attorney before submitting a claim with any government firm such as the Equal Employment Opportunity Commission (EEOC). We frequently represent employees before government companies and in court.

It is unlawful for an employer to permit a hostile workplace under a number of state and federal laws. Generally, a hostile workplace happens when a staff member experiences severe or prevalent harassment. For instance, a supervisor who a subordinate can produce an illegal hostile work environment. Similarly, use of the "n-word," taunting a handicapped staff member, or demeaning a staff member's faiths could develop a hostile work environment.

It is illegal for a company to retaliate versus an employee for exercising office rights. This can include retaliation for complaining about discrimination, harassment, workplace security, unpaid overtime, or union arranging. Retaliatory acts consist of termination, failure to promote, or pay cuts. Retaliation can also include harassment or bullying designed to deter other workers from making grievances or doing something about it versus the company. Employees who know financial or government fraud might have special whistleblower securities. Our law office represents whistleblowers in procedures before the SEC, FINRA, and OSHA. We likewise represent whistleblowers in federal court actions concerning grant scams, Medicare/Medicaid scams, and defense contracting scams.

Every year companies in the United States underpay their staff members 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 incomes of one-and-one-half times their routine hourly rate. Sweating off the clock, consisting of over lunch or after hours, is generally unlawful. Only specific top-level supervisors, administrators, and professionals may be paid a salary in lieu of overtime. The exceptions are rare.

While numerous workers are thought about tipped staff members and are paid $2.13 per hour, overall compensation must be at least $7.25 per hour, consisting of pointers. Additionally, companies should pay tipped workers $5.12 instead of $2.13 or $3.20 when working overtime. It is prohibited for a dining establishment to require tipped staff members to pay breakage costs, walked tabs, or share ideas with kitchen area personnel, janitors, or management.

Employees who get approved for family and medical leave are entitled to approximately twelve weeks of leave. Leave can be for the care of a partner, moms and dad, or job kid. Employees can also take individual medical leave for their own major medical condition. Importantly, leave can be taken in blocks or on a periodic, as required basis. Employers can not strike back against staff members who are looking for leave, have taken leave, or are returning from leave. After taking leave, a staff member must be gone back to the same or an equivalent position.

Under the Americans with Disabilities Act ("ADA") a company should offer a handicapped employee with sensible accommodations. if it would permit the worker to perform the important functions of the job. Reasonable accommodations might consist of, customizing work schedules, short-term leave, working from home, or adjusting job duties.

The due date to submit an employment claim can be extremely short. If you are experiencing issues in your office or have actually been fired, contact our workplace immediately.