Rob Wiley, P.C. is a Dallas law firm representing workers in lawsuits against employers. Typical cases include employment discrimination, retaliation, unpaid or mispaid wages, and failure to provide benefits like medical leave or reasonable accommodation. We have been representing employees since 2000 and have helped thousands of Dallas workers.
Our office is staffed by six attorneys focused solely on employment law. We office out of a restored Victorian mansion originally built in 1910. We are located in the State-Thomas area of Uptown Dallas.
If you are looking for an employment lawyer to represent you in a legal dispute, please contact us.
Ten Questions to Ask Before Hiring an Employment LawyerHaving practiced employment law for more than a decade, Rob Wiley knows it can be difficult to find a qualified employment lawyer in Texas. Most of our clients have never had to hire a lawyer before. We recommend you ask these ten questions to find the best employment lawyer for you:
The Law Office of Rob Wiley, P.C. devotes almost all of our practice to employment law.
More than 99% of our clients are employees. Our Dallas employment attorneys aggressively argue for enforcing and expanding worker rights. Because we do not represent employers, we are not concerned with losing business clients by passionately fighting for employees.
Yes. The Texas Board of Legal Specialization has certified Rob Wiley as a Specialist in Labor and Employment Law.
Yes. With seven dedicated full-time attorneys in Dallas, we have the resources to handle most cases.
We are a real law firm that works together as a team.
Rob Wiley, Dallas employment lawyer, has an excellent reputation. Mr. Wiley is an elected member of the Dallas Bar Association’s Employment Law Council, is the past president of the Dallas-Fort Worth Employment Lawyers Association, has been named 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 lawyer training conferences across the United States and internationally.
No. You can verify attorney disciplinary history at www.texasbar.com.
Yes. We strongly advocate for face-to-face meetings. Most employment cases are complex. Our Dallas employment lawyers want to meet with you in person to have a meaningful discussion about your case.
Yes. Unlike many law firms, we do not use paralegals or non-lawyer staff for initial consultations.
Yes, we charge a consultation fee. By charging a consult fee, we dramatically reduce the number of initial consultations. This allows us to have an attorney present at every initial consultation. It also ensures that the clients we see are serious about their case. We believe that most reputable employment attorneys charge for an initial consultation. In our opinion, employment lawyers who do not charge for an initial consult are generally not very good.
The Law Office of Rob Wiley, P.C. represents employees in a variety of disputes with their employers. Many of our cases are before state and federal agencies like the EEOC, the Department of Labor, or the Texas Workforce Commission. Other cases are filed in state or federal court. Although most of our cases are individual cases, we also represent workers in class or collective actions and complex litigation.
DiscriminationDiscrimination is prohibited 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 important to hire an attorney before filing a claim with any government agency such as the Equal Employment Opportunity Commission (EEOC). We regularly represent employees before government agencies and in court.
Hostile Work EnvironmentIt is illegal for an employer to permit a hostile work environment under several state and federal laws. Generally, a hostile work environment occurs when an employee experiences severe or pervasive harassment. For example, a supervisor who sexually harasses a subordinate can create an unlawful hostile work environment. Similarly, use of the “n-word,” taunting a disabled employee, or demeaning an employee’s religious beliefs could create a hostile work environment.
RetaliationIt is illegal for an employer to retaliate against an employee for exercising workplace rights. This can include retaliation for complaining about discrimination, harassment, workplace safety, unpaid overtime, or union organizing. Retaliatory acts include termination, failure to promote, or pay cuts. Retaliation can also include harassment or bullying designed to dissuade other employees from making complaints or taking action against the employer. Employees who are aware of financial or government fraud may have special whistleblower protections. Our law office represents whistleblowers in proceedings before the SEC, FINRA, and OSHA. We also represent whistleblowers in federal court actions concerning grant fraud, Medicare/Medicaid fraud, and defense contracting fraud.
Wage TheftEvery year employers in the United States underpay their employees by billions of dollars. Most American workers are eligible to be paid (1) minimum wage which is currently $7.25 per hour, and (2) overtimes wages of one-and-one-half times their regular hourly rate. Working off the clock, including over lunch or after hours, is almost always illegal. Only certain high-level managers, administrators, and professionals may be paid a salary in lieu of overtime. The exceptions are few and far between.
Tipped EmployeesWhile many employees are considered tipped employees and are paid $2.13 per hour, total compensation must be at least $7.25 per hour, including tips. Additionally, employers must pay tipped employees $5.12 instead of $2.13 or $3.20 when working overtime. It is illegal for a restaurant to require tipped employees to pay breakage fees, walked tabs, or share tips with kitchen staff, janitors, or management.
Family and Medical Leave ActEmployees who qualify for family and medical leave are entitled to up to twelve weeks of leave. Leave can be for the care of a spouse, parent, or child. Employees can also take personal medical leave for their own serious medical condition. Importantly, leave can be taken in blocks or on an intermittent, as needed basis. Employers cannot retaliate against employees who are seeking leave, have taken leave, or are returning from leave. After taking leave, an employee must be returned to the same or an equivalent position.
ADA/Reasonable AccommodationUnder the Americans with Disabilities Act (“ADA”) an employer must provide a disabled employee with reasonable accommodations. if it would allow the employee to perform the essential functions of the job. Reasonable accommodations could include, modifying work schedules, short term leave, working from home, or adjusting job duties.
Contact UsThe deadline to file an employment claim can be incredibly short. If you are experiencing problems in your workplace or have been fired, contact our office immediately.