Rob Wiley, P.C. is a Dallas law practice representing workers in lawsuits against employers. Typical cases include employment discrimination, retaliation, unpaid or mispaid wages, employment and failure to supply benefits like medical leave or reasonable lodging. We have been representing employees considering that 2000 and have assisted countless Dallas employees.

Our workplace is staffed by 6 attorneys focused entirely on work law. We office 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 trying to find an employment lawyer to represent you in a legal conflict, please call us.

Having practiced employment law for more than a decade, Rob Wiley understands it can be hard to discover a qualified work lawyer in Texas. The majority of our customers have actually never had to employ a legal representative before. We recommend you ask these ten concerns to find the finest employment lawyer for you:

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


Do you usually represent workers or companies? More than 99% of our customers are staff members. Our Dallas employment lawyers strongly argue for implementing and broadening worker rights. Because we do not represent companies, we are not concerned with losing service 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 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 seven 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 numerous lawyers that can assist with my case? We are a genuine law practice that collaborates as a team.


What do other employment legal representatives think of you? Rob Wiley, employment Dallas employment lawyer, has an outstanding 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 named a Texas Super Lawyer by Thompson Reuters every year since 2014, named a Super Lawyers Rising Star from 2012-2013, and has actually been invited to speak at various attorney training conferences across the United States and globally.


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


Will you consult with me face-to-face for the initial assessment? Yes. We strongly advocate for in person conferences. Most work cases are intricate. Our Dallas work lawyers want to meet you personally to have a significant conversation about your case.


Will I meet an actual attorney for my initial consultation? Yes. Unlike lots of law office, we do not utilize paralegals or non-lawyer staff for initial assessments.


Do you charge an initial assessment cost? If not, why not? Yes, we charge a consultation fee. By charging a seek advice from cost, we drastically minimize the number of preliminary consultations. This enables us to have an attorney present at every preliminary assessment. It likewise makes sure that the customers we see are severe about their case. Our company believe that many trusted employment attorneys charge for an initial assessment. In our opinion, work legal representatives who do not charge for an initial consult are generally not excellent.


The Law Office of Rob Wiley, P.C. represents staff members in a variety of disputes with their companies. Many of our cases are before state and employment 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 likewise represent workers in class or cumulative actions and complicated lawsuits.

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 essential to employ a lawyer before suing with any government firm such as the Equal Employment Opportunity Commission (EEOC). We frequently represent workers before federal government agencies and in court.

It is illegal for a company to allow a hostile work environment under several state and federal laws. Generally, a hostile work environment happens when a worker experiences extreme or pervasive harassment. For instance, a supervisor who a subordinate can produce an illegal hostile workplace. Similarly, usage of the "n-word," taunting a handicapped staff member, or demeaning a staff member's spiritual beliefs might produce a hostile workplace.

It is unlawful for a company to strike back versus a staff member for exercising workplace rights. This can include retaliation for grumbling about discrimination, harassment, work environment security, unsettled overtime, or union arranging. Retaliatory acts consist of termination, failure to promote, or pay cuts. Retaliation can also include harassment or bullying designed to dissuade other staff members from making complaints or taking action versus the company. Employees who know financial or federal government scams might have special whistleblower securities. Our law office represents whistleblowers in procedures before the SEC, FINRA, and [employment](http://users.atw.hu/samp-info-forum/index.php?PHPSESSID=1faee9794faa57a4a1c75a958fbcad46&action=profile