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

Our office is staffed by six attorneys focused entirely on work law. We workplace out of a brought back Victorian estate originally integrated in 1910. We are situated in the State-Thomas area of Uptown Dallas.

If you are looking for an employment attorney to represent you in a legal dispute, please call us.

Having practiced work law for more than a decade, Rob Wiley knows it can be challenging to find a certified employment lawyer in Texas. The majority of our customers have never ever had to work with a lawyer before. We suggest you ask these 10 questions to find the finest employment attorney for you:

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


Do you generally represent workers or job businesses? More than 99% of our customers are workers. Our Dallas work attorneys aggressively argue for enforcing and expanding worker rights. Because we do not represent companies, we are not worried with losing company clients by passionately defending 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 company have the needed resources to manage my case? Yes. With 7 devoted full-time attorneys in Dallas, we have the resources to handle most cases.


Are you a solo professional or does your firm staff member a number of lawyers that can assist with my case? We are a real law practice that collaborates as a team.


What do other employment lawyers think of you? Rob Wiley, Dallas employment attorney, has an exceptional credibility. 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 because 2014, named a Super Lawyers Rising Star from 2012-2013, and has actually been welcomed to speak at numerous legal representative training conferences across the United States and 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 meet me in person for the preliminary assessment? Yes. We strongly promote for face-to-face conferences. Most work cases are complicated. Our Dallas work lawyers wish to meet with you personally to have a meaningful conversation about your case.


Will I fulfill an actual lawyer for my preliminary assessment? Yes. Unlike lots of law firms, we do not use paralegals or non-lawyer staff for initial assessments.


Do you charge an initial consultation cost? If not, why not? Yes, we charge a consultation fee. By charging a speak with fee, we dramatically decrease the variety of preliminary consultations. This enables us to have a lawyer present at every preliminary consultation. It likewise makes sure that the clients we see are severe about their case. We think that a lot of trusted employment attorneys charge for an initial consultation. In our opinion, work legal representatives who do not charge for a preliminary consult are usually not great.


The Law Office of Rob Wiley, P.C. represents workers in a variety of conflicts with their companies. Much of our cases are before state and federal companies 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 private cases, we likewise represent workers in class or cumulative actions and intricate litigation.

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 job federal laws. In our experience, it is essential to hire an attorney before suing with any federal government agency such as the Equal Job Opportunity Commission (EEOC). We routinely represent workers before federal government firms and in court.

It is prohibited for an employer to permit a hostile work environment under numerous state and federal laws. Generally, a hostile work environment takes place when a staff member experiences extreme or prevalent harassment. For instance, a supervisor who sexually bothers a subordinate can create an unlawful hostile work environment. Similarly, use of the "n-word," teasing a disabled employee, or demeaning a worker's spiritual beliefs might develop a hostile work environment.

It is prohibited for a company to strike back against a staff member for working out work environment rights. This can include retaliation for grumbling about discrimination, harassment, work environment safety, unpaid overtime, or union arranging. Retaliatory acts include termination, failure to promote, or pay cuts. Retaliation can likewise include harassment or bullying designed to discourage other employees from making grievances or taking action versus the employer. Employees who understand monetary or government scams might have unique whistleblower protections. Our law office represents whistleblowers in procedures before the SEC, FINRA, and OSHA. We also represent whistleblowers in federal court actions worrying grant fraud, Medicare/Medicaid scams, and defense contracting fraud.

Every year employers in the United States underpay their workers 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 salaries of one-and-one-half times their routine hourly rate. Sweating off the clock, consisting of over lunch or after hours, is practically always illegal. Only specific top-level managers, administrators, and experts might be paid a wage in lieu of overtime. The exceptions are rare.

While many staff members are thought about tipped workers and are paid $2.13 per hour, overall payment needs to be at least $7.25 per hour, consisting of tips. Additionally, companies should pay tipped employees $5.12 rather of $2.13 or $3.20 when working . It is illegal for a restaurant to need tipped workers to pay breakage charges, strolled tabs, or share tips with kitchen staff, janitors, or management.

Employees who get approved for family and medical leave are entitled to up to twelve weeks of leave. Leave can be for the care of a spouse, moms and dad, or kid. Employees can also take personal 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 versus employees who are seeking leave, have actually departed, or are returning from leave. After departing, an employee should be returned to the same or a comparable position.

Under the Americans with Disabilities Act ("ADA") a company need to offer a handicapped employee with affordable lodgings. if it would allow the employee to perform the necessary functions of the task. Reasonable accommodations might consist of, customizing work schedules, brief term leave, working from home, or changing job responsibilities.

The due date to file a work claim can be extremely brief. If you are experiencing issues in your workplace or have been fired, contact our workplace immediately.