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Company Description
Dallas Employment Lawyers
Rob Wiley, P.C. is a Dallas law office representing workers in claims versus companies. Typical cases include work discrimination, retaliation, unsettled or mispaid salaries, and failure to provide benefits like medical leave or sensible accommodation. We have been representing staff members considering that 2000 and have assisted countless Dallas workers.
Our office is staffed by 6 attorneys focused entirely on employment law. We office out of a brought back Victorian mansion initially integrated in 1910. We lie in the State-Thomas location of Uptown Dallas.
If you are trying to find a work legal representative to represent you in a legal dispute, please contact us.
Having practiced work law for more than a decade, Rob Wiley knows it can be tough to find a qualified work legal representative in Texas. The majority of our customers have actually never had to work with an attorney before. We recommend you ask these ten concerns to discover the best work attorney for you:
What portion of your practice is dedicated to employment law?The Law Office of Rob Wiley, P.C. dedicates almost all of our practice to employment law.
Do you typically represent employees or companies? More than 99% of our customers are staff members. Our Dallas work lawyers aggressively argue for enforcing and broadening worker rights. Because we do not represent employers, we are not concerned with losing business clients by passionately defending workers.
Are you a Texas attorney 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 an Expert in Labor and Employment Law.
Does your law company have the needed resources to handle my case? Yes. With 7 dedicated full-time attorneys in Dallas, we have the resources to handle most cases.
Are you a solo specialist or does your company staff member numerous lawyers that can assist with my case? We are a real law office that collaborates as a group.
What do other employment attorneys think of you? Rob Wiley, Dallas work legal representative, has an outstanding 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 Texas Super Lawyer by Thompson Reuters every year because 2014, called a Super Lawyers Rising Star from 2012-2013, and has actually been invited to speak at numerous attorney training conferences throughout the United States and worldwide.
Have you ever been reprimanded or disciplined by a bar association? No. You can confirm attorney disciplinary history at www.texasbar.com.
Will you consult with me face-to-face for the preliminary assessment? Yes. We strongly promote for in person meetings. Most work cases are complex. Our Dallas employment legal representatives wish to meet you in individual to have a meaningful conversation about your case.
Will I fulfill an actual lawyer for my initial assessment? Yes. Unlike numerous law practice, we do not utilize paralegals or non-lawyer staff for preliminary assessments.
Do you charge an initial consultation charge? If not, why not? Yes, we charge a consultation fee. By charging a speak with cost, we dramatically decrease the variety of preliminary consultations. This permits us to have an attorney present at every initial consultation. It likewise guarantees that the clients we see are serious about their case. We think that many trusted employment lawyers charge for an initial assessment. In our opinion, employment legal representatives who do not charge for an initial speak with are generally not really excellent.
The Law Office of Rob Wiley, P.C. represents employees in a range of disputes with their companies. Much of our cases are before state and federal firms like the EEOC, the Department of Labor, or referall.us the Texas Workforce Commission. Other cases are filed in state or federal court. Although the majority of our cases are specific cases, we also represent employees in class or somalibidders.com collective actions and complex litigation.
Discrimination is restricted under Title VII of the Civil Liberty 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 crucial to work with a lawyer before suing with any federal government firm such as the Equal Employment Opportunity Commission (EEOC). We routinely represent staff members before federal government firms and in court.
It is unlawful for a company to permit a hostile workplace under several state and federal laws. Generally, a hostile workplace happens when a staff member experiences extreme or pervasive harassment. For example, a manager who sexually pesters a subordinate can create an unlawful hostile workplace. Similarly, usage of the “n-word,” taunting a disabled worker, or demeaning a staff member’s faiths might produce a hostile workplace.
It is unlawful for a company to retaliate against an employee for exercising work environment rights. This can consist of retaliation for grumbling about discrimination, harassment, work environment security, overdue overtime, or union organizing. Retaliatory acts include termination, failure to promote, or pay cuts. Retaliation can also consist of harassment or bullying designed to deter other staff members from making grievances or acting against the employer. Employees who are mindful of monetary or government scams might have unique whistleblower protections. Our law workplace represents whistleblowers in proceedings before the SEC, FINRA, and OSHA. We likewise represent whistleblowers in federal court actions concerning grant fraud, Medicare/Medicaid fraud, and defense contracting scams.
Every year companies in the United States underpay their workers by billions of dollars. Most American workers are qualified to be paid (1) minimum wage which is presently $7.25 per hour, and (2) overtimes salaries of one-and-one-half times their regular hourly rate. Working off the clock, including over lunch or after hours, is usually unlawful. Only specific high-level managers, administrators, and professionals might be paid an income in lieu of overtime. The exceptions are few and far between.
While members are considered tipped staff members and are paid $2.13 per hour, total compensation should be at least $7.25 per hour, consisting of ideas. Additionally, companies should pay tipped employees $5.12 instead of $2.13 or $3.20 when working overtime. It is prohibited for a dining establishment to require tipped workers to pay damage fees, walked tabs, or share ideas with cooking area personnel, janitors, or management.
Employees who receive household and medical leave are entitled to as much as twelve weeks of leave. Leave can be for the care of a partner, parent, or kid. Employees can also take individual medical leave for their own serious medical condition. Importantly, leave can be taken in blocks or on an intermittent, as required basis. Employers can not strike back versus employees who are looking for leave, have departed, or are returning from leave. After taking leave, a worker should be gone back to the exact same or an equivalent position.
Under the Americans with Disabilities Act (“ADA”) a company need to provide a disabled employee with affordable lodgings. if it would allow the employee to perform the important functions of the job. Reasonable lodgings could consist of, modifying work schedules, short-term leave, working from home, or changing job duties.
The deadline to file an employment claim can be incredibly short. If you are experiencing problems in your office or have actually been fired, call our workplace right away.