Rob Wiley, P.C. is a Dallas law office representing employees in claims versus employers. Typical cases consist of employment discrimination, retaliation, unsettled or mispaid earnings, and failure to provide advantages like medical leave or affordable accommodation. We have been representing staff members since 2000 and have helped thousands of Dallas employees.

Our workplace is staffed by 6 lawyers focused exclusively on employment law. We workplace 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 a work lawyer 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 difficult to find a qualified employment legal representative in Texas. The majority of our customers have actually never ever needed to work with a legal representative before. We recommend you ask these 10 concerns to find the very best employment lawyer for you:

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


Do you typically represent employees or organizations? More than 99% of our customers are workers. Our Dallas work attorneys strongly argue for enforcing and expanding worker rights. Because we do not represent companies, we are not interested in losing company customers 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 actually accredited Rob Wiley as a Specialist in Labor and Employment Law.


Does your law practice 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 specialist or does your company staff member a number of attorneys that can assist with my case? We are a genuine law firm that collaborates as a group.


What do other work lawyers believe about you? Rob Wiley, Dallas work legal representative, has an excellent 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 since 2014, called a Super Lawyers Rising Star from 2012-2013, and has actually been invited to speak at numerous lawyer training conferences throughout the United States and internationally.


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


Will you meet with me in person for the preliminary consultation? Yes. We highly advocate for face-to-face meetings. Most employment cases are complex. Our Dallas work legal representatives wish to fulfill with you in individual to have a meaningful discussion about your case.


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


Do you charge an initial assessment charge? If not, why not? Yes, we charge a consultation fee. By charging a consult cost, we dramatically decrease the number of preliminary consultations. This permits us to have a lawyer present at every preliminary assessment. It likewise ensures that the customers we see are major about their case. Our company believe that many trustworthy work attorneys charge for a preliminary assessment. In our opinion, employment attorneys who do not charge for an initial consult are generally not really great.


The Law Office of Rob Wiley, P.C. represents employees in a variety of conflicts with their employers. A lot of our cases are before state and federal agencies 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 specific cases, we also represent employees in class or collective actions and complicated lawsuits.

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 employ an attorney before suing with any government agency such as the Equal Job Opportunity Commission (EEOC). We routinely represent staff members before federal government agencies and in court.

It is prohibited for a company to allow a hostile workplace under several state and federal laws. Generally, a hostile work environment occurs when an employee experiences severe or prevalent harassment. For instance, a manager who sexually harasses a subordinate can produce an unlawful hostile work environment. Similarly, usage of the "n-word," taunting a handicapped staff member, or demeaning a staff member's spiritual beliefs could create a hostile work environment.

It is prohibited for a company to retaliate against an employee for working out office rights. This can consist of retaliation for complaining about discrimination, harassment, office safety, overdue overtime, employment or union organizing. Retaliatory acts include termination, failure to promote, or pay cuts. Retaliation can likewise include or bullying created to discourage other workers from making problems or taking action versus the employer. Employees who know monetary or government scams may have special whistleblower defenses. Our law office represents whistleblowers in proceedings 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 employers in the United States underpay their workers by billions of dollars. Most American employees are qualified to be paid (1) base pay which is currently $7.25 per hour, and (2) overtimes salaries of one-and-one-half times their routine per hour rate. Sweating off the clock, including over lunch or after hours, is often unlawful. Only specific top-level supervisors, administrators, and employment experts might be paid a wage in lieu of overtime. The exceptions are scarce.

While lots of workers are considered tipped workers and are paid $2.13 per hour, overall settlement needs to be at least $7.25 per hour, including pointers. Additionally, companies should pay tipped staff members $5.12 instead of $2.13 or $3.20 when working overtime. It is prohibited for a dining establishment to require tipped employees to pay breakage fees, walked tabs, or share pointers with kitchen 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 spouse, moms and dad, or kid. Employees can also take individual medical leave for their own serious medical condition. Importantly, leave can be taken in blocks or on a periodic, as required basis. Employers can not retaliate versus employees who are looking for leave, have departed, or are returning from leave. After departing, an employee must be gone back to the exact same or a comparable position.

Under the Americans with Disabilities Act ("ADA") a company need to provide a handicapped employee with affordable lodgings. if it would permit the staff member to carry out the vital functions of the task. Reasonable accommodations could include, modifying work schedules, brief term leave, working from home, or changing task duties.

The due date to file a work claim can be incredibly brief. If you are experiencing issues in your work environment or have actually been fired, call our office right away.