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Company Description

Dallas Employment Lawyers

Rob Wiley, P.C. is a Dallas law office representing workers in lawsuits against companies. Typical cases consist of employment discrimination, employment retaliation, unpaid or mispaid salaries, and failure to provide benefits like medical leave or reasonable lodging. We have actually been representing staff members because 2000 and have assisted thousands of Dallas workers.

Our workplace is staffed by six lawyers focused entirely on employment law. We office out of a brought back Victorian mansion initially built in 1910. We are located in the State-Thomas area of Uptown Dallas.

If you are looking for a work attorney to represent you in a legal conflict, please contact us.

Having practiced employment law for more than a decade, Rob Wiley understands it can be hard to discover a certified employment lawyer in Texas. The majority of our clients have never ever had to hire an attorney before. We suggest you ask these 10 questions to discover the finest employment attorney for you:

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

Do you normally represent employees or businesses? More than 99% of our customers are workers. Our Dallas employment lawyers strongly argue for implementing and broadening employee rights. Because we do not represent employers, we are not concerned with losing organization clients by passionately fighting for 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 accredited Rob Wiley as a Specialist in Labor and Employment Law.

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

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

What do other employment lawyers believe about you? Rob Wiley, Dallas work attorney, has an excellent credibility. Mr. Wiley is a chosen member of the Dallas Bar Association’s Employment Law Council, is the past president of the Dallas-Fort Worth Employment Lawyers Association, has been called a Texas Super Lawyer by Thompson Reuters every year because 2014, called a Super Lawyers Rising Star from 2012-2013, and has actually been welcomed to speak at numerous legal representative training conferences throughout the United States and worldwide.

Have you ever been reprimanded or disciplined by a bar association? No. You can validate attorney disciplinary history at www.texasbar.com.

Will you satisfy with me in person for the initial consultation? Yes. We strongly advocate for face-to-face conferences. Most work cases are complex. Our Dallas employment legal representatives wish to consult with you personally to have a significant conversation about your case.

Will I fulfill a real attorney for my initial assessment? Yes. Unlike numerous law office, we do not use paralegals or employment non-lawyer personnel for initial assessments.

Do you charge a preliminary assessment charge? If not, why not? Yes, we charge an assessment cost. By charging a speak with cost, we significantly minimize the variety of preliminary assessments. This allows us to have a lawyer present at every initial assessment. It likewise ensures that the customers we see are major about their case. Our company believe that a lot of credible work attorneys charge for an initial consultation. In our opinion, employment attorneys who do not charge for an initial seek advice from are usually not excellent.

The Law Office of Rob Wiley, P.C. represents employees in a variety of disputes with their employers. A lot of our cases are before state and federal firms like the EEOC, the Department of Labor, or the Texas Workforce Commission. Other cases are submitted in state or federal court. Although the majority of our cases are specific cases, we likewise represent employees in class or collective actions and complicated lawsuits.

Discrimination 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 essential to employ a lawyer before suing with any federal government agency such as the Equal Job Opportunity Commission (EEOC). We frequently represent staff members before federal government companies and in court.

It is illegal for an employer to allow a hostile work environment under numerous state and federal laws. Generally, a hostile work environment takes place when a staff member experiences extreme or prevalent harassment. For instance, a supervisor who sexually pesters a subordinate can create an illegal hostile work environment. Similarly, usage of the “n-word,” ridiculing a disabled worker, or demeaning a staff member’s religions could create a hostile workplace.

It is unlawful for employment a company to strike back versus a staff member for exercising workplace rights. This can consist of retaliation for grumbling about discrimination, harassment, workplace safety, unsettled overtime, or union organizing. Retaliatory acts include termination, failure to promote, or pay cuts. Retaliation can likewise consist of harassment or bullying created to dissuade other staff members from making problems or acting versus the company. Employees who are mindful of monetary or government fraud might have unique whistleblower protections. 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 scams, and defense contracting scams.

Every year companies in the United States their staff members by billions of dollars. Most American employees 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. Sweating off the clock, including over lunch or after hours, is usually unlawful. Only certain high-level managers, administrators, and experts may be paid a salary in lieu of overtime. The exceptions are few and far in between.

While lots of staff members are thought about tipped staff members and are paid $2.13 per hour, overall compensation should be at least $7.25 per hour, consisting of tips. Additionally, employers should pay tipped staff members $5.12 rather of $2.13 or $3.20 when working overtime. It is unlawful for employment a dining establishment to require tipped employees to pay damage costs, strolled tabs, or share pointers with kitchen area personnel, janitors, or management.

Employees who get approved for family and medical leave are entitled to as much as twelve weeks of leave. Leave can be for the care of a partner, parent, or child. Employees can also take personal medical leave for their own severe medical condition. Importantly, leave can be taken in blocks or on a periodic, as needed basis. Employers can not retaliate against workers who are looking for leave, have departed, or are returning from leave. After taking leave, an employee should be returned to the very same or an equivalent position.

Under the Americans with Disabilities Act (“ADA”) a company need to supply a disabled employee with sensible lodgings. if it would allow the staff member to perform the necessary functions of the task. Reasonable accommodations could consist of, modifying work schedules, short term leave, working from home, or adjusting task responsibilities.

The due date to file an employment claim can be extremely short. If you are experiencing problems in your office or have been fired, contact our workplace instantly.