
Thegrainfather
FollowOverview
-
Posted Jobs 0
-
Viewed 13
Company Description
Dallas Employment Lawyers
Rob Wiley, P.C. is a Dallas law practice representing employees in claims versus employers. Typical cases include employment discrimination, retaliation, unsettled or mispaid earnings, and failure to provide benefits like medical leave or affordable accommodation. We have been representing employees given that 2000 and have actually assisted thousands of Dallas employees.
Our office is staffed by 6 lawyers focused solely on work law. We office out of a brought back Victorian mansion originally built in 1910. We lie in the State-Thomas location of Uptown Dallas.
If you are looking for a work legal representative to represent you in a legal conflict, please call us.
Having practiced work law for more than a years, Rob Wiley knows it can be difficult to find a qualified employment legal representative in Texas. Most of our customers have actually never had to work with a legal representative before. We suggest you ask these 10 questions to find the finest work lawyer for you:
What percentage of your practice is dedicated to employment law?The Law Office of Rob Wiley, P.C. commits almost all of our practice to employment law.
Do you usually represent employees or services? More than 99% of our customers are workers. Our Dallas employment lawyers aggressively argue for imposing and expanding worker rights. Because we do not represent employers, we are not concerned with losing organization customers by passionately defending employees.
Are you a Texas lawyer 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 an Expert in Labor and Employment Law.
Does your law company have the necessary resources to handle my case? Yes. With 7 dedicated full-time lawyers in Dallas, we have the resources to handle most cases.
Are you a solo practitioner or does your company staff member a number of attorneys that can help with my case? We are a genuine law office that collaborates as a group.
What do other employment attorneys believe about you? Rob Wiley, employment Dallas employment attorney, has an exceptional credibility. 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 been named a Texas Super Lawyer by Thompson Reuters every year considering that 2014, named a Super Lawyers Rising Star from 2012-2013, and has actually been to speak at numerous attorney training conferences throughout the United States and internationally.
Have you ever been reprimanded or disciplined by a bar association? No. You can confirm lawyer disciplinary history at www.texasbar.com.
Will you consult with me in person for the initial assessment? Yes. We strongly advocate for face-to-face conferences. Most work cases are intricate. Our Dallas employment attorneys desire to meet you face to face to have a meaningful conversation about your case.
Will I satisfy a real attorney for my initial assessment? Yes. Unlike numerous law firms, we do not use paralegals or non-lawyer personnel for initial consultations.
Do you charge a preliminary consultation fee? If not, why not? Yes, we charge an assessment charge. By charging a speak with charge, we drastically decrease the number of preliminary assessments. This enables us to have a lawyer present at every preliminary consultation. It likewise ensures that the customers we see are serious about their case. We think that most credible work lawyers charge for an initial consultation. In our opinion, employment legal representatives who do not charge for a preliminary seek advice from are typically not great.
The Law Office of Rob Wiley, P.C. represents employees in a variety of disputes with their employers. Much 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 also represent workers in class or cumulative actions and intricate lawsuits.
Discrimination is restricted 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 important to employ a lawyer before filing a claim with any federal government agency such as the Equal Job Opportunity Commission (EEOC). We regularly represent employees before federal government agencies and in court.
It is illegal for a company to allow a hostile workplace under several state and federal laws. Generally, a hostile workplace takes place when an employee experiences severe or pervasive harassment. For employment example, a supervisor who sexually bugs a subordinate can create an illegal hostile work environment. Similarly, use of the “n-word,” ridiculing a disabled worker, or demeaning an employee’s faiths might create a hostile work environment.
It is unlawful for a company to strike back versus a staff member for exercising workplace rights. This can consist of retaliation for employment grumbling about discrimination, harassment, work environment security, unsettled overtime, or employment union organizing. Retaliatory acts consist of termination, failure to promote, or pay cuts. Retaliation can also include harassment or bullying created to deter other staff members from making complaints or acting against the company. Employees who understand employment financial or government fraud might have special whistleblower protections. Our law workplace represents whistleblowers in proceedings before the SEC, FINRA, and OSHA. We also represent whistleblowers in federal court actions concerning grant scams, Medicare/Medicaid fraud, and defense contracting fraud.
Every year employers in the United States underpay their employees by billions of dollars. Most American employees are eligible to be paid (1) base pay which is currently $7.25 per hour, and (2) overtimes earnings of one-and-one-half times their routine hourly rate. Working off the clock, including over lunch or after hours, is usually prohibited. Only certain top-level supervisors, administrators, and professionals may be paid a wage in lieu of overtime. The exceptions are few and far in between.
While lots of staff members are considered tipped workers and are paid $2.13 per hour, overall payment should be at least $7.25 per hour, consisting of pointers. Additionally, employers should pay tipped staff members $5.12 rather of $2.13 or $3.20 when working overtime. It is illegal for a dining establishment to require tipped staff members to pay breakage costs, employment strolled tabs, or share pointers with kitchen area staff, janitors, or management.
Employees who certify for family and medical leave are entitled to approximately twelve weeks of leave. Leave can be for the care of a partner, parent, or kid. Employees can also take personal medical leave for their own serious medical condition. Importantly, employment leave can be taken in blocks or on a periodic, as needed basis. Employers can not retaliate versus employees who are looking for leave, have taken leave, or are returning from leave. After taking leave, a staff member needs to be returned to the exact same or a comparable position.
Under the Americans with Disabilities Act (“ADA”) a company must supply a disabled employee with sensible accommodations. if it would permit the staff member to carry out the necessary functions of the task. Reasonable accommodations might consist of, customizing work schedules, short term leave, working from home, or changing job tasks.
The deadline to file a work claim can be extremely short. If you are experiencing problems in your office or have been fired, call our workplace instantly.