Rob Wiley, P.C. is a Dallas law practice representing workers in suits versus companies. Typical cases include employment discrimination, retaliation, unsettled or mispaid incomes, and failure to offer benefits like medical leave or affordable lodging. We have actually been representing workers given that 2000 and have helped countless Dallas workers.

Our office is staffed by 6 attorneys focused entirely on employment 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 legal representative to represent you in a legal dispute, please contact us.

Having practiced employment law for more than a decade, Rob Wiley understands it can be hard to discover a qualified employment legal representative in Texas. Most of our customers have never had to work with a lawyer before. We suggest you ask these 10 concerns to discover the very best employment attorney for you:

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


Do you usually represent workers or businesses? More than 99% of our customers are staff members. Our Dallas work lawyers strongly argue for implementing and expanding employee rights. Because we do not represent companies, we are not worried about losing company clients by passionately defending 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 needed resources to manage my case? Yes. With 7 dedicated full-time attorneys in Dallas, we have the resources to handle most cases.


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


What do other work lawyers consider you? Rob Wiley, Dallas employment legal representative, has an exceptional credibility. Mr. Wiley is an elected 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 considering that 2014, called a Super Lawyers Rising Star from 2012-2013, and has been welcomed to speak at various attorney training conferences throughout the United States and internationally.


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 in person for the initial consultation? Yes. We highly promote for face-to-face conferences. Most employment cases are complex. Our Dallas employment lawyers desire to fulfill with you in individual to have a significant conversation about your case.


Will I satisfy a real lawyer for my initial consultation? Yes. Unlike numerous law office, we do not use paralegals or non-lawyer personnel for initial assessments.


Do you charge a preliminary consultation cost? If not, why not? Yes, we charge an assessment charge. By charging a speak with fee, we considerably minimize the variety of preliminary assessments. This allows us to have a lawyer present at every preliminary consultation. It likewise ensures that the clients we see are serious about their case. We believe that the majority of trusted employment attorneys charge for a preliminary consultation. In our opinion, employment legal representatives who do not charge for a preliminary speak with are generally not great.


The Law Office of Rob Wiley, P.C. represents employees in a variety of conflicts with their employers. Many 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 specific cases, we also represent employees in class or cumulative actions and complex 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 necessary to hire a lawyer before suing with any government agency such as the Equal Job Opportunity Commission (EEOC). We regularly represent employees before government agencies and in court.

It is prohibited for a company to permit a hostile workplace under several state and federal laws. Generally, a hostile workplace takes place when a staff member experiences serious or prevalent harassment. For example, a manager who sexually pesters a subordinate can produce an illegal hostile workplace. Similarly, usage of the "n-word," taunting a handicapped employee, or demeaning a staff member's religious beliefs could develop a hostile workplace.

It is prohibited for a company to retaliate against a worker for exercising work environment rights. This can consist of retaliation for grumbling about discrimination, harassment, work environment security, overdue overtime, or employment union organizing. Retaliatory acts include termination, failure to promote, or pay cuts. Retaliation can also include harassment or bullying developed to dissuade other workers from making complaints or taking action against the company. Employees who understand financial or federal government scams might 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 worrying 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) minimum wage which is currently $7.25 per hour, and (2) of one-and-one-half times their routine hourly rate. Working off the clock, including over lunch or after hours, is generally unlawful. Only particular top-level managers, administrators, and experts may be paid an income in lieu of overtime. The exceptions are scarce.

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

Employees who receive family and medical leave are entitled to as much as twelve weeks of leave. Leave can be for the care of a partner, parent, or kid. Employees can also take individual 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 employees who are looking for leave, have actually departed, or are returning from leave. After taking leave, a worker should be returned to the very same or an equivalent position.

Under the Americans with Disabilities Act ("ADA") a company must provide a handicapped staff member with sensible lodgings. if it would enable the worker to perform the necessary functions of the job. Reasonable lodgings could consist of, modifying work schedules, short term leave, working from home, or adjusting task duties.

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