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Company Description
Dallas Employment Lawyers
Rob Wiley, P.C. is a Dallas law practice representing workers in lawsuits against companies. Typical cases include employment discrimination, retaliation, unsettled or mispaid earnings, and failure to offer benefits like medical leave or reasonable accommodation. We have actually been representing staff members since 2000 and have actually assisted thousands of Dallas workers.
Our workplace is staffed by 6 attorneys focused solely on employment law. We workplace out of a brought back Victorian estate originally integrated in 1910. We lie in the State-Thomas location of Uptown Dallas.
If you are searching for a work lawyer to represent you in a legal disagreement, employment please call us.
Having law for more than a decade, Rob Wiley understands it can be hard to find a certified employment lawyer in Texas. The majority of our clients have never needed to work with a lawyer before. We recommend you ask these 10 questions to discover the very best employment lawyer for you:
What portion of your practice is dedicated to work law?The Law Office of Rob Wiley, P.C. dedicates almost all of our practice to employment law.
Do you usually represent employees or organizations? More than 99% of our customers are employees. Our Dallas employment attorneys strongly argue for imposing and broadening worker rights. Because we do not represent employers, we are not worried about losing service 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 licensed Rob Wiley as a Professional in Labor and Employment Law.
Does your law office have the necessary resources to handle my case? Yes. With seven devoted full-time attorneys in Dallas, we have the resources to handle most cases.
Are you a solo specialist or does your company employee a number of attorneys that can help with my case? We are a genuine law office that interacts as a group.
What do other work attorneys believe about you? Rob Wiley, Dallas employment attorney, has an exceptional reputation. 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, employment has actually been named a Texas Super Lawyer by Thompson Reuters every year given that 2014, called a Super Lawyers Rising Star from 2012-2013, and has been invited to speak at various attorney training conferences throughout the United States and worldwide.
Have you ever been reprimanded or disciplined by a bar association? No. You can confirm lawyer disciplinary history at www.texasbar.com.
Will you fulfill with me face-to-face for the initial assessment? Yes. We highly advocate for face-to-face conferences. Most employment cases are complicated. Our Dallas work lawyers wish to meet you face to face to have a significant conversation about your case.
Will I meet a real attorney for my initial assessment? Yes. Unlike numerous law firms, we do not use paralegals or non-lawyer personnel for preliminary assessments.
Do you charge an initial consultation fee? If not, why not? Yes, we charge a consultation charge. By charging a seek advice from fee, we significantly decrease the variety of preliminary assessments. This enables us to have an attorney present at every preliminary consultation. It also makes sure that the clients we see are serious about their case. We think that most trustworthy work lawyers charge for an initial consultation. In our opinion, employment lawyers who do not charge for an initial consult are usually not excellent.
The Law Office of Rob Wiley, P.C. represents employees in a range of disagreements with their companies. Many 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 most of our cases are individual cases, we likewise represent employees in class or collective actions and intricate lawsuits.
Discrimination is forbidden 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 necessary to hire an attorney before submitting a claim with any federal government company such as the Equal Job Opportunity Commission (EEOC). We regularly represent staff members before government companies and in court.
It is illegal for a company to allow a hostile work environment under several state and federal laws. Generally, a hostile workplace happens when a staff member experiences serious or pervasive harassment. For example, employment a manager who sexually bothers a subordinate can develop an illegal hostile work environment. Similarly, usage of the “n-word,” taunting a disabled worker, or demeaning an employee’s faiths could create a hostile work environment.
It is prohibited for a company to retaliate versus a worker for exercising office rights. This can consist of retaliation for complaining about discrimination, harassment, workplace safety, unpaid overtime, or union arranging. Retaliatory acts consist of termination, failure to promote, or pay cuts. Retaliation can likewise consist of harassment or employment bullying created to dissuade other staff members from making grievances or doing something about it against the employer. Employees who understand monetary or federal government fraud may have special whistleblower protections. Our law office 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 employers in the United States underpay their employees by billions of dollars. Most American workers are qualified to be paid (1) base pay which is presently $7.25 per hour, and (2) overtimes earnings of one-and-one-half times their regular hourly rate. Working off the clock, consisting of over lunch or after hours, is usually prohibited. Only specific top-level supervisors, administrators, and specialists might be paid a salary in lieu of overtime. The exceptions are couple of and far between.
While numerous employees are thought about tipped staff members and are paid $2.13 per hour, total compensation needs to be at least $7.25 per hour, including tips. Additionally, companies need to pay tipped employees $5.12 rather of $2.13 or $3.20 when working overtime. It is prohibited for a restaurant to need tipped employees to pay breakage charges, strolled tabs, or share suggestions with cooking area staff, janitors, employment or management.
Employees who get approved 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 individual medical leave for their own major 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 departing, a worker must be returned to the very same or a comparable position.
Under the Americans with Disabilities Act (“ADA”) an employer need to offer a handicapped staff member with affordable accommodations. if it would permit the worker to perform the essential functions of the job. Reasonable accommodations could include, modifying work schedules, short term leave, working from home, or adjusting task duties.
The due date to file a work claim can be extremely short. If you are experiencing problems in your workplace or have been fired, call our workplace right away.