Overview

  • Founded Date maj 26, 1977
  • Sectors Automotive
  • Posted Jobs 0
  • Viewed 5

Company Description

Dallas Employment Lawyers

Rob Wiley, P.C. is a Dallas law firm representing workers in suits versus employers. Typical cases include employment discrimination, retaliation, overdue or mispaid incomes, and failure to supply advantages like medical leave or affordable lodging. We have been representing employees because 2000 and have actually assisted thousands of Dallas workers.

Our office is staffed by 6 lawyers focused solely on work law. We office out of a brought back Victorian estate constructed in 1910. We lie in the State-Thomas area of Uptown Dallas.

If you are trying to find a work legal representative to represent you in a legal disagreement, please contact us.

Having practiced employment law for more than a decade, Rob Wiley knows it can be challenging to find a qualified work legal representative in Texas. The majority of our clients have actually never needed to employ a lawyer before. We suggest you ask these ten concerns to discover the finest work attorney for you:

What portion of your practice is dedicated to work law?The Law Office of Rob Wiley, P.C. commits practically all of our practice to work law.

Do you normally represent workers or companies? More than 99% of our clients are workers. Our Dallas work attorneys strongly argue for imposing and expanding worker rights. Because we do not represent companies, we are not interested in losing service customers by passionately combating for employees.

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 certified Rob Wiley as a Professional in Labor and Employment Law.

Does your law office have the required resources to handle my case? Yes. With seven devoted full-time attorneys in Dallas, we have the resources to deal with most cases.

Are you a solo practitioner or does your firm worker numerous attorneys that can help with my case? We are a genuine law practice that works together as a group.

What do other work lawyers believe about you? Rob Wiley, Dallas work legal representative, has an exceptional reputation. 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 considering that 2014, named a Super Lawyers Rising Star from 2012-2013, and has been welcomed to speak at numerous legal representative training conferences across the United States and internationally.

Have you ever been reprimanded or disciplined by a bar association? No. You can verify lawyer disciplinary history at www.texasbar.com.

Will you satisfy with me face-to-face for the preliminary assessment? Yes. We strongly promote for in person conferences. Most work cases are intricate. Our Dallas work attorneys want to meet with you personally to have a significant discussion about your case.

Will I meet an actual lawyer for my preliminary assessment? Yes. Unlike lots of law office, employment we do not utilize paralegals or non-lawyer personnel for preliminary consultations.

Do you charge an initial assessment fee? If not, why not? Yes, we charge a consultation fee. By charging a consult fee, we drastically decrease the number of preliminary assessments. This permits us to have a lawyer present at every preliminary consultation. It also makes sure that the clients we see are major about their case. Our company believe that most credible work lawyers charge for a preliminary assessment. In our opinion, work legal representatives who do not charge for a preliminary consult are normally not excellent.

The Law Office of Rob Wiley, employment P.C. represents staff members in a range of disagreements with their employers. 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 filed in state or federal court. Although many of our cases are specific cases, we likewise represent workers in class or cumulative actions and complex 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 employ a lawyer before suing with any federal government company such as the Equal Job Opportunity Commission (EEOC). We frequently represent staff members before federal government firms and in court.

It is illegal for a company to allow a hostile work environment under numerous state and federal laws. Generally, a hostile work environment occurs when a staff member experiences serious or pervasive harassment. For example, a supervisor who sexually harasses a subordinate can create an illegal hostile workplace. Similarly, use of the ”n-word,” taunting a disabled worker, or demeaning an employee’s faiths could develop a hostile work environment.

It is unlawful for a company to strike back versus an employee for exercising office rights. This can consist of retaliation for complaining about discrimination, harassment, office security, unpaid overtime, or union arranging. Retaliatory acts consist of termination, failure to promote, or pay cuts. Retaliation can also consist of harassment or bullying designed to deter other employees from making grievances or doing something about it versus the employer. Employees who are mindful of financial or federal government fraud may have special whistleblower defenses. Our law workplace represents whistleblowers in procedures before the SEC, FINRA, and OSHA. We also represent whistleblowers in federal court actions worrying grant fraud, Medicare/Medicaid fraud, and defense contracting fraud.

Every year companies in the United States underpay their workers by billions of dollars. Most American workers are qualified to be paid (1) base pay which is currently $7.25 per hour, and employment (2) overtimes earnings of one-and-one-half times their regular hourly rate. Sweating off the clock, including over lunch or employment after hours, is usually unlawful. Only certain top-level supervisors, administrators, and experts might be paid a salary in lieu of overtime. The exceptions are rare.

While many employees are thought about tipped workers and are paid $2.13 per hour, overall settlement must be at least $7.25 per hour, including ideas. Additionally, companies should pay tipped workers $5.12 rather of $2.13 or employment $3.20 when working overtime. It is illegal for a dining establishment to require tipped employees to pay breakage costs, strolled tabs, or share pointers with kitchen area personnel, employment janitors, or management.

Employees who qualify for household and medical leave are entitled to approximately twelve weeks of leave. Leave can be for the care of a partner, parent, or child. Employees can also take personal medical leave for their own severe medical condition. Importantly, leave can be taken in blocks or on an intermittent, as needed basis. Employers can not retaliate against employees who are seeking leave, have actually departed, or are returning from leave. After departing, a staff member should be returned to the exact same or a comparable position.

Under the Americans with Disabilities Act (”ADA”) an employer need to provide a disabled employee with affordable accommodations. if it would enable the worker to carry out the essential functions of the job. Reasonable lodgings could include, modifying work schedules, short term leave, working from home, or changing task tasks.

The due date to file an employment claim can be incredibly short. If you are experiencing problems in your workplace or have actually been fired, contact our office instantly.