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Rob Wiley, P.C.: The Austin Office Where Both Name Partners Are Board Certified

Robert J. Wiley built his employment-law practice in Dallas in 2000, and for twelve years that is where it stayed. In 2012 the firm opened a satellite office in Austin, a block from the Texas Capitol, and over the following decade that office grew into something distinct enough to carry its own name: Wiley Walsh, P.C., after co-managing partner Colin W. Walsh joined and, in 2016, earned the same board certification Wiley himself has held since 2004. Two board-certified labor and employment specialists running one Austin office is not common — fewer than 1% of Texas attorneys hold that credential at all — and it is the clearest fact distinguishing this location from the firm’s original Dallas home base. For anyone comparing options among Austin employment lawyer firms, that concentration of certification in one small office is a meaningful data point.

At a Glance: Austin Employment Lawyer Firm Overview

I. One Firm, Two Cities, Its Own Local Name

Rob Wiley, P.C. is the same firm in Austin as it is in Dallas — same ownership, same employee-only philosophy, same intake process — but the Austin office has grown enough of its own identity to operate locally as Wiley Walsh, P.C., a name that also appears on its social and press-facing accounts as Austin Employment Lawyers, P.C. The office sits at 1011 San Jacinto Blvd., Suite 401, within walking distance of the Capitol, and the firm advertises free onsite parking, a small but practical detail for clients coming downtown for a consultation. The Austin location has its own trial team — Cameron Hansen and Thomas Brockland Jr. handle a substantial share of the discrimination and retaliation intake, and Ty’Queese Keyes has also appeared in the firm’s Austin-published case updates — distinct from the attorneys staffing the Dallas office profiled separately on this site.

II. Board Certification, Twice, in the Same Small Office

Texas Bar rules prohibit any attorney from advertising as a “specialist” unless board certified in that specialty by the Texas Board of Legal Specialization (TBLS) or an accredited certifying organization. Robert J. Wiley has held that certification in Labor and Employment Law since 2004. Colin W. Walsh, a University of Texas School of Law graduate who has practiced employment law his entire career, earned the same certification independently in 2016 — confirmed both through his own attorney profile and through third-party legal directories that track TBLS status. Walsh has also been named a Texas Rising Star by Super Lawyers for multiple consecutive years, a peer-review designation reserved for a small percentage of attorneys under 40 or in their first ten years of practice, and is a Fellow of the Austin Bar Foundation.

III. Practice Concentration: What This Austin Employment Attorney Firm Handles

The Austin office’s practice areas mirror the statutory categories that structure labor and employment law in Texas: discrimination claims (race, sex, age, disability, sexual orientation and gender identity), retaliation, hostile work environment, wrongful termination, wage and hour disputes (unpaid overtime, minimum wage), Family and Medical Leave Act claims, employment contract and non-compete disputes, and whistleblower matters, including representation of federal employees before the Merit Systems Protection Board. Colin Walsh has also handled free-speech claims on behalf of government employees, a narrower niche within public-sector employment law. Nearly all matters proceed through the EEOC, the Texas Workforce Commission, or state and federal court. Readers can review the firm’s own account of its Austin practice directly at robwiley.com.

IV. Track Record

Prior results do not guarantee or predict a similar outcome. Employment settlements are frequently confidential by the terms employers negotiate, which limits what any firm — including this one — can publish about individual case values. The results below are drawn from the firm’s own published account of matters that produced a public record, and are not all necessarily Austin-office matters specifically, since case staffing crosses the firm’s Dallas and Austin locations.

The firm is candid on its own site that most employer settlements come with confidentiality terms it cannot break; the table above reflects the minority of matters that produced a public record, not a representative sample of typical case values. Awesome Attorneys is including the mixed and partial results — the Nino jury verdict and the Charles appellate split — rather than only outright wins, since a track record that shows only unqualified victories is usually an incomplete one.

V. Client Voice

Client feedback specific to the Austin office concentrates heavily around attorney Cameron Hansen, with reviewers on the firm’s own site and third-party aggregators repeatedly praising his responsiveness and clarity in explaining case strategy. One client wrote:

“These guys actually picked up and scheduled time for an attorney to speak with me. Cameron Hansen listened and told me how my case applied legally and the likely outcomes. His knowledge and guidance were invaluable.”

A separate reviewer credited the overall team: “From the start, they demonstrated professionalism, compassion, and extensive knowledge of employment law. I felt heard, respected, and supported.” A third-party review aggregator lists the firm’s overall rating at roughly 4.2 out of 5 across 73 reviews — a figure Awesome Attorneys has not independently verified review-by-review, but which suggests a positive-leaning record with some variance, consistent with what a multi-attorney, multi-office practice typically shows. Awesome Attorneys did not identify a negative review specific to the Austin office or its named attorneys at the time of writing; a critical review of the firm exists on the Dallas-office profile page on this site and pertains to a different attorney entirely.

VI. Beyond the Courtroom

The firm states directly that it does not take on pro bono matters, citing its focus on paid employee-side representation — the same disclosure the firm makes for its Dallas office. Locally, Colin Walsh is a Fellow of the Austin Bar Foundation and has guest-lectured at the University of Texas School of Law’s Transnational Workers Rights Clinic. He has also spoken to local press, including a Waco television interview on employer vaccine mandates and employee rights. Both Wiley and Walsh’s firm memberships extend to the Texas Employment Lawyers Association and the National Employment Lawyers Association, plaintiff-side bar organizations for employment attorneys.

VII. Recognition

Peer-reviewed and independently conferred credentials: Texas Board of Legal Specialization certification in Labor and Employment Law for both Wiley (since 2004) and Walsh (since 2016); Colin Walsh’s multi-year Texas Rising Star selection from Super Lawyers, a Thomson Reuters peer-review process; Walsh’s 2016 inclusion on a published list of top Texas jury verdicts.

Marketing-program or aggregator recognition, distinguished here rather than blended in: Expertise.com’s “10 Best Employment Lawyers in Austin, TX” list, an editorially curated but non-peer-review ranking; and the roughly 4.2/5 aggregate rating referenced above from a review-aggregation site. These are useful context but shouldn’t be read with the same weight as board certification or Super Lawyers peer selection.

VIII. The Texas Legal Backdrop

Texas is an at-will employment state: an employer can generally end a job for any reason or no reason, subject to specific statutory and common-law exceptions that define this entire practice area. Federal anti-discrimination law (Title VII, the ADA, the ADEA) covers employers with 15 or more workers (20 or more for age claims) and generally requires an EEOC filing before a lawsuit can proceed. Texas runs a parallel track under the Texas Commission on Human Rights Act, codified at Texas Labor Code Chapter 21, which requires a Texas Workforce Commission Civil Rights Division charge within 180 days of the alleged act — a deadline shorter than many workers expect.

Wage claims follow a separate framework: the federal Fair Labor Standards Act governs minimum wage and overtime with a two-year limitations period (three years for willful violations), while the Texas Payday Act, Texas Labor Code Chapter 61, lets employees pursue unpaid wages through the Texas Workforce Commission. Texas common law also recognizes a narrow exception to at-will employment from Sabine Pilot Service, Inc. v. Hauck (Tex. 1985): an employer may not fire a worker solely for refusing to commit an illegal act. Public employees have a separate statutory whistleblower remedy under the Texas Whistleblower Act, Texas Government Code Chapter 554.

IX. Awesome Attorneys Assessment: Weighing This Austin Employment Lawyer

The Austin office’s defining strength is credential density in a small space: two board-certified labor and employment specialists managing one office is unusual even among firms that focus exclusively on this practice area, and Colin Walsh’s independent path to certification — separate bar admission year, separate certification year, his own multi-year Super Lawyers Rising Star run — means this isn’t simply a Dallas firm’s brand extended to a second city. The Nino and Charles results are useful precisely because they aren’t clean wins; a firm willing to have its mixed results documented is giving a more honest picture than one that only publishes victories.

The fair caveat: publicly available client feedback specific to the Austin office is thinner than what exists for the firm’s Dallas location, and concentrates on one attorney (Cameron Hansen) rather than spanning the full local team, which makes it harder to independently assess Brockland’s or Keyes’s individual track records from public sources alone. As with any multi-office practice, which attorney within the firm handles a given matter will shape the client experience more than the firm’s overall reputation does.

X. Methodology & Sourcing

This profile was compiled from the firm’s own websites (robwiley.com and its Austin-specific practice pages), the firm’s client reviews and LinkedIn company page, the Texas Board of Legal Specialization’s certification standards, third-party attorney directories (Avvo, Lawyer Legion, FindLaw) used specifically to independently corroborate Colin Walsh’s board certification and bar admission history, and Super Lawyers’ peer-review attorney profiles. Case results, client counts, and awards are the firm’s own published claims unless otherwise noted as independently sourced, and are attributed as such. Client testimonials are excerpts of real, publicly posted reviews. Statutory citations were checked against the Texas Labor Code and Texas Government Code. No case results, credentials, or quotes were invented.

Publisher Disclosure & Independence Notice

Awesome Attorneys is an independent legal directory and editorial publication. This profile was not paid for, commissioned, or reviewed by Rob Wiley, P.C. or Wiley Walsh, P.C. prior to publication. Awesome Attorneys may in the future offer sponsored placements clearly labeled as such, but no payment of any kind determines inclusion in, or the content of, this editorial profile. This article is for informational purposes only, does not constitute legal advice, and does not create an attorney-client relationship between the reader and Rob Wiley, P.C., Wiley Walsh, P.C., or Awesome Attorneys.