Rob Wiley, P.C. is a Dallas law company representing workers in lawsuits versus employers. Typical cases consist of employment discrimination, retaliation, overdue or mispaid earnings, and failure to provide advantages like medical leave or sensible lodging. We have been representing staff members since 2000 and have actually assisted countless Dallas workers.

Our office is staffed by 6 attorneys focused entirely on employment law. We office out of a restored Victorian estate originally integrated in 1910. We are situated in the State-Thomas location of Uptown Dallas.

If you are searching for a work legal representative to represent you in a legal conflict, please contact us.

Having practiced employment law for more than a decade, Rob Wiley knows it can be tough to discover a qualified employment attorney in Texas. The majority of our clients have never had to hire a lawyer before. We advise you ask these ten questions to find the very best employment lawyer for you:

What percentage of your practice is committed to employment law?The Law Office of Rob Wiley, P.C. devotes practically all of our practice to employment law.


Do you typically represent workers or services? More than 99% of our clients are staff members. Our Dallas employment attorneys aggressively argue for implementing and broadening employee rights. Because we do not represent companies, we are not concerned with losing company customers by passionately battling for 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 certified Rob Wiley as a Professional in Labor and Employment Law.


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


Are you a solo practitioner or does your company employee several attorneys that can assist with my case? We are a real law office that interacts as a group.


What do other employment attorneys think of you? Rob Wiley, Dallas work attorney, has an excellent reputation. 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 been called a Lawyer by Thompson Reuters every year given that 2014, called a Super Lawyers Rising Star from 2012-2013, and has actually been invited to speak at numerous attorney training conferences across the United States and globally.


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


Will you fulfill with me face-to-face for the initial assessment? Yes. We strongly advocate for face-to-face conferences. Most work cases are intricate. Our Dallas employment attorneys wish to consult with you face to face to have a meaningful conversation about your case.


Will I meet a real attorney for my initial assessment? Yes. Unlike numerous law office, we do not utilize paralegals or non-lawyer personnel for initial consultations.


Do you charge a preliminary consultation fee? If not, why not? Yes, we charge a consultation charge. By charging a seek advice from fee, we drastically reduce the variety of initial consultations. This allows us to have a lawyer present at every initial consultation. It likewise guarantees that the customers we see are major about their case. Our company believe that many reputable employment attorneys charge for an initial assessment. In our viewpoint, employment legal representatives who do not charge for a preliminary seek advice from are normally not great.


The Law Office of Rob Wiley, P.C. represents staff members in a variety of conflicts with their companies. 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 the majority of our cases are specific cases, we likewise represent workers in class or cumulative actions and complicated 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 essential to hire an attorney before suing with any government company such as the Equal Job Opportunity Commission (EEOC). We routinely represent workers before government companies and in court.

It is prohibited for an employer to permit a hostile work environment under several state and federal laws. Generally, a hostile work environment happens when an employee experiences severe or prevalent harassment. For instance, a manager who sexually bothers a subordinate can develop an unlawful hostile workplace. Similarly, usage of the "n-word," teasing a handicapped employee, or demeaning an employee's faiths might develop a hostile work environment.

It is prohibited for a company to strike back against a staff member for exercising office rights. This can include retaliation for complaining about discrimination, harassment, workplace security, overdue overtime, or union arranging. Retaliatory acts include termination, failure to promote, or pay cuts. Retaliation can also include harassment or bullying created to deter other employees from making problems or taking action against the company. Employees who are aware of financial or government scams may have unique whistleblower securities. Our law office represents whistleblowers in proceedings before the SEC, FINRA, and employment OSHA. We also represent whistleblowers in federal court actions concerning grant fraud, Medicare/Medicaid fraud, and defense contracting fraud.

Every year employers in the United States underpay their staff members by billions of dollars. Most American employees are eligible 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 almost constantly unlawful. Only particular high-level supervisors, administrators, and specialists may be paid a salary in lieu of overtime. The exceptions are couple of and far between.

While lots of employees are considered tipped workers and are paid $2.13 per hour, overall settlement should be at least $7.25 per hour, consisting of suggestions. Additionally, employers must pay tipped workers $5.12 rather of $2.13 or $3.20 when working overtime. It is unlawful for a restaurant to need tipped employees to pay damage charges, walked tabs, or share tips with kitchen staff, janitors, or management.

Employees who certify for 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 severe medical condition. Importantly, leave can be taken in blocks or on a periodic, as needed basis. Employers can not strike back against staff members who are looking for leave, have actually departed, or are returning from leave. After departing, a staff member needs to be gone back to the same or an equivalent position.

Under the Americans with Disabilities Act ("ADA") an employer need to supply a handicapped employee with sensible accommodations. if it would enable the staff member to perform the vital functions of the task. Reasonable accommodations might consist of, modifying work schedules, short-term leave, working from home, or adjusting task tasks.

The deadline to submit a work claim can be extremely short. If you are experiencing issues in your work environment or have been fired, call our office immediately.