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Company Description
Dallas Employment Lawyers
Rob Wiley, P.C. is a Dallas law office representing employees in lawsuits against companies. Typical cases include employment discrimination, retaliation, overdue or mispaid incomes, and job failure to offer benefits like medical leave or affordable accommodation. We have been representing staff members considering that 2000 and have actually assisted countless Dallas workers.
Our office is staffed by 6 lawyers focused exclusively on work law. We office out of a restored 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 conflict, please contact us.
Having practiced employment law for more than a years, Rob Wiley understands it can be hard to discover a qualified work legal representative in Texas. Most of our clients have actually never ever had to hire a lawyer before. We suggest you ask these ten questions to find the best employment lawyer for you:
What percentage of your practice is dedicated to work law?The Law Office of Rob Wiley, job P.C. devotes practically all of our practice to employment law.
Do you typically represent employees or businesses? More than 99% of our clients are employees. Our Dallas work attorneys strongly argue for enforcing and broadening employee rights. Because we do not represent employers, we are not interested in losing service 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 actually licensed Rob Wiley as a Professional in Labor and Employment Law.
Does your law company have the needed resources to manage my case? Yes. With seven dedicated full-time lawyers in Dallas, we have the resources to manage most cases.
Are you a solo professional or does your company worker a number of attorneys that can help with my case? We are a real law company that collaborates as a group.
What do other employment lawyers think about you? Rob Wiley, Dallas employment lawyer, has an outstanding track record. Mr. Wiley is an elected member of the Dallas Bar Association’s Employment Law Council, is the previous president of the Dallas-Fort Worth Employment Lawyers Association, has been called a Texas Super Lawyer by Thompson Reuters every year given that 2014, called a Super Lawyers Rising Star from 2012-2013, and has actually been invited to speak at different attorney training conferences across 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 satisfy with me face-to-face for the initial assessment? Yes. We highly advocate for in person conferences. Most work cases are complicated. Our Dallas employment lawyers wish to with you personally to have a significant conversation about your case.
Will I meet a real lawyer for my initial assessment? Yes. Unlike lots of law office, we do not use paralegals or non-lawyer staff for initial assessments.
Do you charge an initial assessment fee? If not, why not? Yes, we charge a consultation charge. By charging a seek advice from fee, we dramatically lower the number of preliminary consultations. This permits us to have a lawyer present at every preliminary consultation. It likewise guarantees that the customers we see are severe about their case. Our company believe that a lot of reputable employment lawyers charge for a preliminary consultation. In our opinion, work attorneys who do not charge for a preliminary seek advice from are normally not extremely great.
The Law Office of Rob Wiley, P.C. represents workers in a variety of conflicts with their employers. Much of our cases are before state and federal companies like the EEOC, the Department of Labor, job or the Texas Workforce Commission. Other cases are filed in state or federal court. Although the majority of our cases are individual cases, we also represent workers in class or cumulative actions and complex lawsuits.
Discrimination is forbidden 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, job it is essential to work with an attorney before suing with any federal government firm such as the Equal Job Opportunity Commission (EEOC). We frequently represent employees before federal government firms and in court.
It is prohibited for an employer to allow a hostile workplace under numerous state and federal laws. Generally, a hostile workplace happens when a worker experiences extreme or pervasive harassment. For example, a manager who sexually pesters a subordinate can produce an unlawful hostile workplace. Similarly, usage of the «n-word,» taunting a disabled staff member, or demeaning an employee’s faiths could produce a hostile work environment.
It is unlawful for an employer to retaliate against a staff member for working out work environment rights. This can include retaliation for grumbling about discrimination, harassment, office safety, unpaid overtime, or union arranging. Retaliatory acts include termination, failure to promote, or job pay cuts. Retaliation can likewise consist of harassment or bullying created to deter other staff members from making grievances or taking action versus the employer. Employees who understand financial or federal government fraud may have special whistleblower defenses. Our law workplace represents whistleblowers in proceedings before the SEC, FINRA, and OSHA. We likewise represent whistleblowers in federal court actions concerning grant scams, Medicare/Medicaid scams, and defense contracting fraud.
Every year employers in the United States underpay 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. Working off the clock, consisting of over lunch or after hours, is nearly always unlawful. Only certain top-level managers, administrators, and professionals might be paid a salary in lieu of overtime. The exceptions are scarce.
While many staff members are considered tipped workers and are paid $2.13 per hour, total payment should be at least $7.25 per hour, including ideas. Additionally, employers must pay tipped workers $5.12 instead of $2.13 or $3.20 when working overtime. It is prohibited for a restaurant to require tipped workers to pay breakage costs, strolled tabs, or share tips with kitchen personnel, janitors, or management.
Employees who certify for household and medical leave are entitled to as much as twelve weeks of leave. Leave can be for the care of a partner, moms and dad, or kid. Employees can likewise take personal medical leave for their own major medical condition. Importantly, leave can be taken in blocks or on an intermittent, as needed basis. Employers can not strike back against staff members who are seeking leave, have actually taken leave, or are returning from leave. After taking leave, a staff member must be gone back to the same or an equivalent position.
Under the Americans with Disabilities Act («ADA») an employer need to supply a handicapped worker with affordable lodgings. if it would allow the employee to carry out the essential functions of the task. Reasonable lodgings could consist of, customizing work schedules, short-term leave, working from home, or changing job tasks.
The deadline to file an employment claim can be exceptionally brief. If you are experiencing problems in your workplace or have actually been fired, call our workplace instantly.