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Founded Date mars 2, 2012
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Company Description
Dallas Employment Lawyers
Rob Wiley, P.C. is a Dallas law firm representing workers in suits versus employers. Typical cases consist of employment discrimination, retaliation, unpaid or mispaid salaries, and failure to offer benefits like medical leave or affordable accommodation. We have been representing employees since 2000 and have helped countless Dallas employees.
Our office is staffed by 6 attorneys focused solely on employment law. We workplace out of a brought back Victorian estate initially integrated in 1910. We are situated in the State-Thomas area of Uptown Dallas.
If you are trying to find an employment legal representative to represent you in a legal dispute, please contact us.
Having practiced work law for more than a years, Rob Wiley knows it can be tough to find a certified employment lawyer in Texas. Most of our clients have never ever had to work with a legal representative before. We recommend you ask these 10 concerns to find the very best employment lawyer for you:
What portion of your practice is committed to work law?The Law Office of Rob Wiley, P.C. dedicates almost all of our practice to work law.
Do you usually represent workers or services? More than 99% of our clients are workers. Our Dallas employment lawyers aggressively argue for imposing and broadening employee rights. Because we do not represent companies, we are not worried about losing service clients by passionately fighting for workers.
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 accredited Rob Wiley as a Professional in Labor and Employment Law.
Does your law firm have the necessary resources to manage 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 employee numerous attorneys that can help with my case? We are a real law practice that collaborates as a group.
What do other work lawyers think of you? Rob Wiley, Dallas work legal representative, has an exceptional track record. 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 been invited to speak at numerous attorney training conferences across the United States and worldwide.
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 in person for the preliminary consultation? Yes. We strongly advocate for face-to-face meetings. Most work cases are intricate. Our Dallas work legal representatives wish to meet you face to face to have a significant conversation about your case.
Will I satisfy an actual attorney for my preliminary assessment? Yes. Unlike lots of law companies, we do not use paralegals or non-lawyer personnel for initial assessments.
Do you charge a preliminary assessment charge? If not, why not? Yes, we charge an assessment fee. By charging a speak with charge, we dramatically decrease the variety of initial assessments. This enables us to have an attorney present at every preliminary consultation. It likewise guarantees that the customers we see are serious about their case. Our company believe that most credible work lawyers charge for an initial assessment. In our opinion, employment lawyers who do not charge for an initial seek advice from are generally not great.
The Law Office of Rob Wiley, P.C. represents employees in a variety of disagreements with their companies. Much of our cases are before state and federal agencies 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 employees in class or cumulative actions and intricate 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 referall.us federal laws. In our experience, it is very important to hire a lawyer before suing with any federal government firm such as the Equal Employment Opportunity Commission (EEOC). We regularly represent workers before federal government firms and in court.
It is unlawful for an employer to allow a hostile work environment under a number of state and federal laws. Generally, a hostile work environment occurs when a worker experiences extreme or pervasive harassment. For example, a manager who sexually pesters a subordinate can produce an illegal hostile workplace. Similarly, usage of the ”n-word,” ridiculing a disabled worker, or demeaning an employee’s religions might develop a hostile work environment.
It is prohibited for a company to strike back against a staff member for working out workplace rights. This can consist of retaliation for complaining about discrimination, harassment, workplace security, unsettled overtime, or union arranging. Retaliatory acts consist of termination, failure to promote, or pay cuts. Retaliation can also include harassment or bullying developed to discourage other employees from making grievances or taking action versus the company. Employees who are aware of monetary or federal government fraud 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 fraud.
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 wages of one-and-one-half times their regular hourly rate. Sweating off the clock, consisting of over lunch or after hours, is generally illegal. Only certain high-level supervisors, administrators, and professionals may be paid a wage in lieu of overtime. The exceptions are rare.
While lots of employees are considered tipped workers and are paid $2.13 per hour, overall compensation must be at least $7.25 per hour, including pointers. Additionally, employers must pay tipped staff members $5.12 rather of $2.13 or $3.20 when working overtime. It is prohibited for a dining establishment to require tipped employees to pay breakage charges, strolled tabs, or share ideas with kitchen area personnel, janitors, or management.
Employees who qualify for household and medical leave are entitled to up to twelve weeks of leave. Leave can be for the care of a spouse, parent, or kid. Employees can also take personal medical leave for their own major medical condition. Importantly, leave can be taken in blocks or on a periodic, as required basis. Employers can not strike back versus workers who are seeking leave, have actually taken leave, or are returning from leave. After departing, a staff member must be returned to the exact same or a comparable position.
Under the Americans with Disabilities Act (”ADA”) an employer need to provide a disabled worker with affordable accommodations. if it would allow the worker to carry out the essential functions of the task. Reasonable accommodations might include, customizing work schedules, short-term leave, working from home, or tasks.
The due date to file a work claim can be extremely brief. If you are experiencing problems in your workplace or have actually been fired, contact our workplace right away.