Photo of Kalandra N. Wheeler

We asked Kalandra N. Wheeler, a Trial Attorney in the Dallas office of Rob Wiley, P.C., to provide her sincere answers to a range of questions.  After reading, you will be more more abreast with the understanding and competency that Ms. Wheeler brings.

1.Why did you start practicing labor and employment law?

I wanted to be able to help people that otherwise might not find help. Labor and employment laws affect most of society.  And – whether our results help one or many – our work and efforts as employment lawyers touch people in a real way in their every day lives.

2. Who is your favorite Supreme Court Justice?

Thurgood Marshall.

3. What do you think is the most important part of a good case?

The client. Good facts and evidence are definitely important. But good clients are a lawyers’ most valuable asset.  A good client: (1) is invested in their case; (2) works or worked hard for their employer; (3) can tell their story clearly and concisely; and (4) is someone that a jury will find sympathetic and relatable.

4. If you could write a new law, what would it do?

The Texas Workplace Anti-Bullying law.  I hear the stories, the ones told by employees looking for help. And in far too many of those stories the law offers no solution.  Every employee that goes to work and works hard to do the job they are hired to perform should be able to do so without abuse, harassment, and bullying. There is no justification for bullying, not in our schools, and not in our workplaces.

5. Besides Rob Wiley, P.C., what is the most interesting job that you have had?

For a year before law school, I worked as a lube tech for Jiffy Lube.  I spent hot summer days, working on hot cars, changing oil or flushing transmissions or radiators.  I never had a customer come back with a complaint.

6. How do you market yourself differently than others?

I tell clients what they need to hear, not necessarily what they want to hear. Before a client begins down any path toward resolving an employment dispute, they need thoughtful, honest advice. I am a believer in justice and everyday people deserve competent representation in an arena that is difficult for non-lawyers to navigate.

7. What do you do when you’re not practicing law?

I spend time with family and friends.  I read true crime books.  I sew and draw.

8. How would you describe the color yellow to someone who could not see?

It’s not the intense heat of the sun during the month of August, but instead the softness of the sun on your skin just as the seasons change from Summer to Fall.  It’s warm. And soft to the touch.  It’s fresh squeezed lemonade with a hint of sugar.  Slightly cool, inviting, and happy.

9. What’s your favorite legal TV show?

Law & Order: SVU

10. If you could argue any case in history, what would it be?

The Karen Silkwood case. But really, I think that would be more about arguing and trying a case alongside Gerry Spence for the learning experience.

Kalandra N. Wheeler is a Trial Attorney in the Dallas office of Rob Wiley, P.C.  She graduated from The University of Houston with a bachelor's degree in political science.  Ms. Wheeler went on and received her law degree from The University of Arkansas.

I’ve heard: “my vote doesn’t matter,” “the election is rigged,” and “I don’t have time.”  If votes were of no consequence, politicians wouldn’t spend millions vying for your vote.  If your vote had no value, there would be no history of people fighting for the right to do so against forces trying to deny that right to so many others.  

January 1965 – the Southern Christian Leadership Conference launched a voting rights campaign in Selma, Alabama. In Dallas County, Alabama, where African Americans made up slightly more than 50 percent of the population, less than 1 percent of eligible African American voters were registered to vote.  When attempting to register to vote, or organize others to vote, African Americans were harassed, assaulted, jailed, and even murdered.  


Continue Reading The Value of Your Vote – Get Out and Vote

In today’s world we cannot ignore that social media is a huge part of our everyday lives.  What you post is available for others to see.  Even if your social media accounts are private, your posts are available to be seen by your family, friends, and even coworkers once you’ve accepted or extended a “Friend Request.”

But, that’s my private life, right?  It can’t affect my employment, right?  Wrong.

Social Media and Applying for a Job


Continue Reading Social Media and Employment – “But that’s private, right?”

The Family and Medical Leave Act provides eligible employees with unpaid, job-protected leave for certain family and medical reasons.  When employees request or take leave, these workers have protections from FMLA interference and retaliation.  This means that employers may not interfere with a worker’s rights to take FMLA leave and may not take adverse employment actions (e.g., write ups, demotions, terminations) against employees for exercising their rights under the FMLA.

Am I protected under the FMLA?

For employees to have protections under the FMLA, their employer must have a minimum of 50 employees within a 75-mile radius of the work location. Additionally, the employee must have worked for the employer for at least a year and must have worked at least 1,250 hours during that year. If all these conditions are not met, the employee may not be protected by the FMLA.


Continue Reading Can I really be fired while on FMLA leave?

We all know that the First Amendment gives us the right to free speech. But, when it comes to the First Amendment, what you don’t know can hurt you.

TRUE: The First Amendment allows people to express their views.

FALSE:  The First Amendment protects employees from termination.

First Amendment protection and job protection are not intertwined. 

Many private sector employees fail to realize that their right to free speech does not prevent employers from limiting that speech.  Freedom of speech in the workplace protects public sector (i.e., government) employees.


Continue Reading Taking the First Amendment to Work: Can I really be fired for saying that? Private Sector Employees

Every day our office receives calls and online inquiries from workers seeking legal advice.  They want to know whether their boss’s actions are illegal and whether they have claims to pursue. And, if the answer to both of those questions is yes, they have to think about whether they are ready to take action to protect their rights.  But still, before even contacting an attorney they may be afraid.  They don’t know when they need an attorney, how long to wait before contacting an attorney, or even if contacting an attorney is the right choice for them.  That’s why consultations are a very important part of the practice of law.

How do I know I need an employment attorney?

If you are even asking this question the safest answer is seek a consultation.


Continue Reading When should I call an employment lawyer?

When an employee’s addiction is no longer a secret at work, they may be concerned with the possibility of supervisors critiquing their work more harshly and suddenly making frequent performance complaints, or even upper management and human resources making them feel unsupported at work. When this happens, they are sure to have questions.

Can I be fired because of my addiction?

If you are wondering what the answer is to this question, the answer is – it depends. Different facts and circumstances will yield different answers.


Continue Reading When the Silence is Broken, and the Secret is Out. (Part 2)

Nearly 19.7 million Americans have something in common. Of those millions, those in the workforce keep their pain a secret – the idea of their employers finding out fills them with fear.

Sadly, that fear is not misplaced.

For millions, the battle with alcoholism and drug addiction is a daily fight. And because of the stigmas attached to these disabilities, people suffer in silence.

But what happens when the silence is broken, and the secret is out?

When an employee realizes they need help, they don’t know what steps to take. But they should act early. This is especially true if the employee realizes their work attendance or performance is suffering, or pressures on the job are having a negative effect on them.


Continue Reading When the Silence is Broken, and the Secret is Out (Part 1)

“[D]espite there being instances, such as in Section 12.1056(d), where an open- enrollment charter school is treated in the same manner as a school district, nothing in the Texas Education Code or the common law dictates that open-enrollment charter schools and school districts are universally equivalent.”

Section 7.057(a)(2)(B) sets forth the process by which

“[The investigator] testified that a portion of the hours she found Dow to have been overbilled was in the form of employees arriving late, leaving early, and taking breaks. (Id. at pp. 113—15). [The investigator] stated that the contract between Axion and Dow did not permit Axion to bill Dow for its employees’ breaks.

“[Plaintiff] testified that [manager] Young instructed her to refuse [the customer’s] attempted return, and that she was disciplined for doing just that. [Plaintiff] explained that [customer] requested her termination, and that [manager] Young responded “don’t you worry sir. I’m fixing to take care of her right now.” And according to [customer], his complaint to co-manager