Rob Wiley, P.C. is a Dallas law practice representing workers in suits versus companies. Typical cases include employment discrimination, retaliation, unpaid or mispaid incomes, and failure to offer advantages like medical leave or affordable lodging. We have been representing employees since 2000 and have actually helped thousands of Dallas employees.

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

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

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

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


Do you normally represent workers or services? More than 99% of our customers are employees. Our Dallas work attorneys strongly argue for imposing and broadening employee rights. Because we do not represent employers, we are not worried with losing service clients by passionately defending workers.


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 office have the necessary resources to handle my case? Yes. With 7 devoted full-time attorneys in Dallas, we have the resources to handle most cases.


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


What do other employment lawyers consider you? Rob Wiley, Dallas work lawyer, has an excellent track record. 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 actually been called a Texas Super Lawyer by Thompson Reuters every year given that 2014, called a Super Lawyers Rising Star from 2012-2013, and has been welcomed 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 confirm attorney disciplinary history at www.texasbar.com.


Will you satisfy with me in person for the initial consultation? Yes. We strongly promote for in person conferences. Most employment cases are intricate. Our Dallas work legal representatives want to meet with you personally to have a significant discussion about your case.


Will I meet a real attorney for my preliminary assessment? Yes. Unlike lots of law firms, we do not utilize paralegals or non-lawyer staff for classifieds.ocala-news.com initial consultations.


Do you charge a preliminary assessment fee? If not, why not? Yes, we charge an assessment charge. By charging a seek advice from fee, we drastically reduce the variety of preliminary assessments. This enables us to have an attorney present at every preliminary assessment. It likewise guarantees that the customers we see are serious about their case. We think that most reliable employment lawyers charge for a preliminary consultation. In our viewpoint, employment lawyers who do not charge for an initial seek advice from are typically not excellent.


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 firms like the EEOC, the Department of Labor, or the Texas Workforce Commission. Other cases are submitted in state or federal court. Although many of our cases are specific cases, we also represent employees in class or cumulative actions and intricate litigation.

Discrimination is restricted under Title VII of the Civil Rights 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 submitting a claim with any federal government agency such as the Equal Employment Opportunity Commission (EEOC). We frequently represent staff members before federal government agencies and in court.

It is illegal for a company to permit a hostile workplace under numerous state and federal laws. Generally, a hostile workplace takes place when an employee experiences extreme or prevalent harassment. For instance, a manager who sexually harasses a subordinate can create an unlawful hostile work environment. Similarly, use of the “n-word,” ridiculing a handicapped employee, or demeaning a staff member’s religions might create a hostile work environment.

It is unlawful for an employer to retaliate against a worker for working out office rights. This can consist of retaliation for [mariskamast.net](http://mariskamast.net:/smf/index.php?action=profile