Rob Wiley, P.C. is a Dallas law practice representing workers in suits versus companies. Typical cases consist of employment discrimination, retaliation, overdue or mispaid wages, and failure to supply benefits like medical leave or reasonable accommodation. We have been representing staff members considering that 2000 and have assisted thousands of Dallas workers.

Our workplace is staffed by 6 attorneys focused on work law. We office out of a brought back Victorian estate originally integrated in 1910. We lie in the State-Thomas location of Uptown Dallas.

If you are searching for an employment legal representative to represent you in a legal dispute, please contact us.

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

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


Do you typically represent workers or businesses? More than 99% of our clients are staff members. Our Dallas employment attorneys strongly argue for enforcing and broadening employee rights. Because we do not represent companies, we are not concerned with losing service customers by passionately combating for employees.


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 accredited Rob Wiley as a Professional in Labor and Employment Law.


Does your law practice have the essential resources to handle my case? Yes. With seven dedicated full-time attorneys in Dallas, we have the resources to handle most cases.


Are you a solo practitioner or does your company staff member numerous attorneys that can assist with my case? We are a real law practice that collaborates as a team.


What do other employment legal representatives think about you? Rob Wiley, Dallas work lawyer, has an exceptional reputation. 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 since 2014, named a Super Lawyers Rising Star from 2012-2013, and has been invited to speak at various attorney training conferences throughout the United States and globally.


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 employment the preliminary consultation? Yes. We highly advocate for face-to-face conferences. Most work cases are intricate. Our Dallas employment lawyers want to consult with you face to face to have a meaningful conversation about your case.


Will I fulfill a real lawyer for my initial assessment? Yes. Unlike lots of law office, we do not use paralegals or non-lawyer personnel for employment preliminary assessments.


Do you charge a preliminary consultation charge? If not, why not? Yes, we charge a consultation fee. By charging a seek advice from cost, we dramatically decrease the variety of initial assessments. This allows us to have a lawyer present at every preliminary assessment. It likewise guarantees that the customers we see are severe about their case. We think that a lot of reputable employment attorneys charge for a preliminary consultation. In our opinion, employment attorneys who do not charge for an initial speak with are normally not great.


The Law Office of Rob Wiley, P.C. represents staff members in a variety of conflicts with their companies. Much 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 most of our cases are individual cases, we also represent employees in class or cumulative actions and intricate 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 necessary to employ an attorney before filing a claim with any federal government company such as the Equal Job Opportunity Commission (EEOC). We routinely represent employees before federal government agencies and in court.

It is prohibited for a company to allow a hostile workplace under a number of state and federal laws. Generally, a hostile workplace happens when a worker experiences extreme or pervasive harassment. For instance, a supervisor who sexually harasses a subordinate can produce an illegal hostile workplace. Similarly, use of the “n-word,” ridiculing a disabled worker, or demeaning a worker’s religious beliefs could develop a hostile workplace.

It is unlawful for employment an employer to strike back against a staff member for working out work environment rights. This can include retaliation for complaining about discrimination, harassment, workplace safety, unsettled overtime, or union arranging. Retaliatory acts include termination, failure to promote, or pay cuts. Retaliation can likewise include harassment or bullying developed to deter other workers from making problems or acting versus the employer. Employees who understand monetary or government scams may have special whistleblower securities. Our law office represents whistleblowers in proceedings before the SEC, FINRA, and OSHA. We likewise represent whistleblowers in federal court actions worrying grant scams, Medicare/Medicaid scams, and employment defense contracting scams.

Every year companies in the United States underpay their staff members by billions of dollars. Most American workers are eligible to be paid (1) base pay which is presently $7.25 per hour, and (2) overtimes wages of one-and-one-half times their routine per hour rate. Sweating off the clock, consisting of over lunch or after hours, is usually prohibited. Only specific high-level supervisors, administrators, and specialists might be paid an income in lieu of overtime. The exceptions are rare.

While numerous employees are thought about tipped staff members and employment are paid $2.13 per hour, overall settlement should be at least $7.25 per hour, including suggestions. Additionally, employers need to pay tipped workers $5.12 rather of $2.13 or $3.20 when working overtime. It is illegal for a restaurant to need tipped staff members to pay damage charges, walked tabs, or share suggestions with kitchen personnel, janitors, or management.

Employees who get approved for household 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 likewise take personal medical leave for their own serious medical condition. Importantly, leave can be taken in blocks or on an intermittent, as required basis. Employers can not retaliate against staff members who are seeking leave, have departed, or are returning from leave. After departing, a worker must be returned to the same or a comparable position.

Under the Americans with Disabilities Act (“ADA”) an employer need to provide a disabled staff member with sensible lodgings. if it would permit the staff member to carry out the essential functions of the job. Reasonable accommodations could include, customizing work schedules, short term leave, working from home, or adjusting task duties.

The deadline to submit a work claim can be exceptionally short. If you are experiencing problems in your workplace or have actually been fired, contact our workplace instantly.