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Company Description
Dallas Employment Lawyers
Rob Wiley, P.C. is a Dallas law practice representing employees in claims versus employers. Typical cases consist of work discrimination, retaliation, unpaid or mispaid wages, and failure to provide benefits like medical leave or sensible accommodation. We have been representing workers since 2000 and have actually helped thousands of Dallas employees.
Our workplace is staffed by six lawyers focused solely on employment law. We office out of a restored Victorian mansion originally developed in 1910. We lie in the State-Thomas area of Uptown Dallas.
If you are searching for a work attorney to represent you in a legal disagreement, please contact us.
Having practiced work law for more than a years, Rob Wiley knows it can be hard to find a certified work attorney in Texas. Most of our clients have actually never needed to work with a legal representative before. We recommend you ask these ten concerns to discover the very best work lawyer for you:
What portion of your practice is devoted to work law?The Law Office of Rob Wiley, P.C. dedicates nearly all of our practice to employment law.
Do you typically represent workers or businesses? More than 99% of our clients are workers. Our Dallas employment lawyers aggressively argue for enforcing and referall.us broadening worker rights. Because we do not represent companies, we are not concerned with losing service customers by passionately fighting for staff members.
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 actually licensed Rob Wiley as a Specialist in Labor and Employment Law.
Does your law practice have the required resources to manage my case? Yes. With seven devoted full-time attorneys in Dallas, we have the resources to deal with most cases.
Are you a solo professional or does your company worker numerous attorneys that can assist with my case? We are a genuine law firm that interacts as a team.
What do other employment legal representatives think about you? Rob Wiley, Dallas employment legal representative, has an outstanding track record. Mr. Wiley is an elected member of the Dallas Bar Association’s Employment Law Council, is the past of the Dallas-Fort Worth Employment Lawyers Association, has actually been named a Texas Super Lawyer by Thompson Reuters every year given that 2014, named a Super Lawyers Rising Star from 2012-2013, and has actually been welcomed to speak at various lawyer training conferences throughout the United States and globally.
Have you ever been reprimanded or disciplined by a bar association? No. You can verify attorney disciplinary history at www.texasbar.com.
Will you consult with me face-to-face for the initial consultation? Yes. We strongly advocate for face-to-face meetings. Most work cases are complex. Our Dallas work lawyers desire to meet with you face to face to have a significant conversation about your case.
Will I meet a real attorney for my preliminary assessment? Yes. Unlike numerous law office, we do not utilize paralegals or non-lawyer staff for preliminary assessments.
Do you charge an initial consultation cost? If not, why not? Yes, we charge an assessment fee. By charging a seek advice from fee, we dramatically reduce the number of preliminary consultations. This enables us to have an attorney present at every preliminary consultation. It also ensures that the customers we see are severe about their case. Our company believe that the majority of trustworthy work lawyers charge for a preliminary consultation. In our viewpoint, work attorneys who do not charge for a preliminary consult are generally not excellent.
The Law Office of Rob Wiley, P.C. represents staff members in a variety of conflicts with their employers. Many of our cases are before state and federal companies like the EEOC, the Department of Labor, or the Texas Workforce Commission. Other cases are filed in state or federal court. Although the majority of our cases are individual cases, we likewise represent employees in class or collective actions and intricate litigation.
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 essential to employ an attorney before filing a claim with any government firm such as the Equal Job Opportunity Commission (EEOC). We routinely represent workers before federal government agencies and in court.
It is illegal for a company to permit a hostile workplace under several state and federal laws. Generally, a hostile work environment occurs when an employee experiences extreme or prevalent harassment. For example, a manager who sexually bothers a subordinate can develop an unlawful hostile workplace. Similarly, use of the “n-word,” taunting a disabled worker, or demeaning an employee’s faiths could produce a hostile workplace.
It is unlawful for an employer to retaliate against a worker for exercising office rights. This can consist of retaliation for complaining about discrimination, harassment, office safety, overdue overtime, or union arranging. Retaliatory acts consist of termination, failure to promote, or pay cuts. Retaliation can also include harassment or bullying designed to deter other staff members from making complaints or taking action versus the company. Employees who know monetary or federal government scams may have unique whistleblower defenses. Our law workplace represents whistleblowers in proceedings before the SEC, FINRA, and OSHA. We likewise represent whistleblowers in federal court actions worrying grant fraud, Medicare/Medicaid fraud, and defense contracting scams.
Every year companies 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 wages 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 managers, administrators, and specialists may be paid a salary in lieu of overtime. The exceptions are few and far in between.
While many staff members are thought about tipped workers and are paid $2.13 per hour, total settlement should be at least $7.25 per hour, consisting of pointers. Additionally, employers must pay tipped employees $5.12 rather of $2.13 or $3.20 when working overtime. It is illegal for a restaurant to need tipped staff members to pay damage fees, strolled tabs, or share tips with cooking area staff, janitors, or management.
Employees who qualify for family and medical leave are entitled to up to twelve weeks of leave. Leave can be for the care of a partner, moms and dad, or kid. Employees can likewise 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 retaliate against staff members who are looking for leave, have actually departed, or are returning from leave. After departing, a staff member must be gone back to the very same or an equivalent position.
Under the Americans with Disabilities Act (“ADA”) an employer need to offer a handicapped worker with reasonable lodgings. if it would enable the employee to perform the essential functions of the job. Reasonable lodgings could consist of, customizing work schedules, short-term leave, working from home, or changing job duties.
The deadline to submit an employment claim can be extremely short. If you are experiencing problems in your work environment or have been fired, contact our workplace immediately.