Rob Wiley, P.C. is a Dallas law practice representing workers in suits versus companies. Typical cases consist of work discrimination, retaliation, unpaid or mispaid incomes, and failure to provide advantages like medical leave or affordable accommodation. We have actually been representing staff members given that 2000 and have helped thousands of Dallas employees.

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

If you are searching for an employment lawyer to represent you in a legal disagreement, please call us.

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

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


Do you typically represent workers or businesses? More than 99% of our clients are employees. Our Dallas work lawyers strongly argue for enforcing and broadening worker rights. Because we do not represent employers, 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 certified Rob Wiley as an Expert in Labor and Employment Law.


Does your law office have the needed resources to handle my case? Yes. With 7 dedicated full-time lawyers in Dallas, we have the resources to handle most cases.


Are you a solo professional or does your company staff member a number of lawyers that can help with my case? We are a real law practice that works together as a team.


What do other work attorneys consider you? Rob Wiley, Dallas work legal representative, has an exceptional 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 named a 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 different 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 fulfill with me in person for the preliminary consultation? Yes. We highly advocate for in person meetings. Most employment cases are intricate. Our Dallas employment attorneys desire to meet you personally to have a meaningful discussion about your case.


Will I meet a real lawyer for my initial consultation? Yes. Unlike lots of law practice, we do not utilize paralegals or non-lawyer personnel for initial consultations.


Do you charge an initial assessment fee? If not, why not? Yes, we charge a consultation fee. By charging a speak with cost, we dramatically decrease the number of initial assessments. This permits us to have a lawyer present at every initial assessment. It also makes sure that the clients we see are serious about their case. Our company believe that the majority of reputable work attorneys charge for a preliminary consultation. In our opinion, employment legal representatives who do not charge for an initial consult are typically not extremely good.


The Law Office of Rob Wiley, P.C. represents employees in a variety of conflicts with their companies. 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 many of our cases are specific cases, we also represent workers in class or cumulative actions and complex litigation.

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

It is prohibited for an employer to allow a hostile workplace under a number of state and federal laws. Generally, a hostile work environment happens when an employee experiences serious or pervasive harassment. For instance, a manager who sexually pesters a subordinate can produce an unlawful hostile workplace. Similarly, usage of the “n-word,” ridiculing a disabled employee, or demeaning a staff member’s religious beliefs might produce a hostile workplace.

It is unlawful for a company to strike back versus a staff member for working out work environment rights. This can consist of retaliation for grumbling about discrimination, harassment, work environment security, overdue overtime, or union arranging. Retaliatory acts include termination, failure to promote, or pay cuts. Retaliation can also include harassment or bullying developed to deter other workers from making grievances or doing something about it against the company. Employees who understand financial or government fraud might have unique whistleblower securities. Our law workplace represents whistleblowers in procedures before the SEC, FINRA, and OSHA. We likewise represent whistleblowers in federal court actions worrying grant fraud, Medicare/Medicaid fraud, [employment](http://users.atw.hu/samp-info-forum/index.php?PHPSESSID=87baef1efb5abbbd9bd3eca39747c0f8&action=profile