Rob Wiley, P.C. is a Dallas law company representing employees in lawsuits against employers. Typical cases include work discrimination, retaliation, unsettled or mispaid incomes, and failure to provide advantages like medical leave or reasonable accommodation. We have actually been representing employees because 2000 and have actually assisted thousands of Dallas employees.

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

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

Having practiced employment law for more than a decade, Rob Wiley knows it can be hard to discover a qualified employment lawyer in Texas. Most of our customers have never ever needed to hire a lawyer before. We advise you ask these ten concerns to discover the very best work legal representative for you:

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


Do you normally represent employees or services? More than 99% of our clients are staff members. Our Dallas work attorneys aggressively argue for implementing and expanding worker rights. Because we do not represent companies, we are not concerned with losing service 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 accredited Rob Wiley as a Specialist in Labor and Employment Law.


Does your law company have the necessary resources to manage my case? Yes. With seven devoted full-time lawyers in Dallas, we have the resources to manage most cases.


Are you a solo professional or does your company worker numerous attorneys that can assist with my case? We are a real law office that works together as a group.


What do other employment legal representatives think about you? Rob Wiley, Dallas work lawyer, has an exceptional track record. Mr. Wiley is a chosen 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 considering that 2014, named a Super Lawyers Rising Star from 2012-2013, and has actually been welcomed to speak at different lawyer training conferences across the United States and employment internationally.


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


Will you satisfy with me face-to-face for the initial consultation? Yes. We highly promote for in person conferences. Most employment cases are complex. Our Dallas employment attorneys wish to meet with you in person to have a significant conversation about your case.


Will I satisfy a real attorney for my preliminary assessment? Yes. Unlike numerous law firms, we do not utilize paralegals or non-lawyer staff for initial consultations.


Do you charge a preliminary assessment fee? If not, why not? Yes, we charge an assessment charge. By charging a seek advice from fee, we considerably reduce the variety of initial assessments. This enables us to have an attorney present at every initial consultation. It likewise ensures that the clients we see are severe about their case. Our company believe that many reliable work lawyers charge for a preliminary assessment. In our opinion, work attorneys who do not charge for an initial seek advice from are generally not extremely great.


The Law Office of Rob Wiley, P.C. represents workers in a range of disputes with their employers. Much 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 private cases, we also represent workers in class or collective actions and complicated 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 important to work with an attorney before suing with any federal government company such as the Equal Job Opportunity Commission (EEOC). We frequently represent workers before federal government firms and in court.

It is prohibited for an employer to allow a hostile workplace under several state and federal laws. Generally, a hostile workplace occurs when a staff member experiences serious or pervasive harassment. For instance, a manager who sexually harasses a subordinate can produce an unlawful hostile workplace. Similarly, use of the "n-word," ridiculing a disabled staff member, or demeaning an employee's religions could create a hostile workplace.

It is prohibited for an employer to retaliate versus a worker for exercising work environment rights. This can consist of retaliation for grumbling about discrimination, harassment, work environment security, overdue overtime, or union arranging. Retaliatory acts include termination, failure to promote, or pay cuts. Retaliation can likewise consist of harassment or bullying developed to discourage other staff members from making grievances or taking action against the company. Employees who know monetary or federal government fraud may have unique whistleblower defenses. Our law workplace represents whistleblowers in proceedings before the SEC, FINRA, and OSHA. We also represent whistleblowers in federal court actions concerning grant scams, Medicare/Medicaid scams, and defense contracting fraud.

Every year companies in the United States underpay their employees by billions of dollars. Most American employees are eligible to be paid (1) minimum wage which is presently $7.25 per hour, and (2) overtimes incomes of one-and-one-half times their regular hourly rate. Sweating off the clock, including over lunch or after hours, is usually illegal. Only certain high-level supervisors, administrators, and experts may be paid a salary in lieu of overtime. The exceptions are rare.

While numerous workers are considered tipped staff members and are paid $2.13 per hour, overall settlement must be at least $7.25 per hour, consisting of suggestions. Additionally, employers should pay tipped staff members $5.12 rather of $2.13 or $3.20 when working overtime. It is illegal for a restaurant to require tipped staff members to pay breakage costs, walked tabs, or share ideas with cooking area staff, janitors, or management.

Employees who qualify for household and medical leave are entitled to as much as twelve weeks of leave. Leave can be for the care of a partner, parent, or child. Employees can also take individual medical leave for their own severe medical condition. Importantly, leave can be taken in blocks or on an intermittent, as needed basis. Employers can not retaliate against workers who are looking for leave, have actually taken leave, or are returning from leave. After taking leave, an employee must be returned to the same or a comparable position.

Under the Americans with Disabilities Act ("ADA") a company need to provide a handicapped employee with reasonable accommodations. if it would enable the staff member to carry out the vital functions of the job. Reasonable lodgings might consist of, customizing work schedules, brief term leave, working from home, or adjusting task tasks.

The deadline to file a work claim can be incredibly short. If you are experiencing problems in your office or have been fired, call our workplace right away.