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Founded Date juli 9, 1998
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Company Description
Dallas Employment Lawyers
Rob Wiley, P.C. is a Dallas law company representing workers in suits versus companies. Typical cases consist of work discrimination, retaliation, unsettled or mispaid incomes, and failure to offer advantages like medical leave or reasonable lodging. We have actually been representing employees since 2000 and have actually helped countless Dallas workers.
Our office is staffed by 6 attorneys focused solely on work law. We workplace out of a brought back Victorian estate initially integrated in 1910. We lie in the State-Thomas location of Uptown Dallas.
If you are searching for a work legal representative to represent you in a legal dispute, please call us.
Having practiced work law for more than a years, Rob Wiley knows it can be difficult to discover a certified employment attorney in Texas. Most of our clients have actually never needed to employ an attorney before. We recommend you ask these 10 questions to discover the best employment attorney for you:
What portion of your practice is committed to work law?The Law Office of Rob Wiley, P.C. commits nearly all of our practice to work law.
Do you normally represent workers or businesses? More than 99% of our customers are staff members. Our Dallas employment lawyers aggressively argue for implementing and expanding worker rights. Because we do not represent companies, we are not concerned with losing business clients by passionately combating 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 licensed Rob Wiley as a Specialist in Labor and Employment Law.
Does your law company have the needed resources to manage my case? Yes. With seven dedicated full-time attorneys in Dallas, we have the resources to deal with most cases.
Are you a solo practitioner or does your company worker numerous lawyers that can assist with my case? We are a genuine law practice that interacts as a team.
What do other work attorneys believe about you? Rob Wiley, Dallas work lawyer, has an outstanding 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 called a Texas Super Lawyer by Thompson Reuters every year considering that 2014, called a Super Lawyers Rising Star from 2012-2013, and has actually been welcomed 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 lawyer disciplinary history at www.texasbar.com.
Will you satisfy with me face-to-face for the initial assessment? Yes. We highly for face-to-face meetings. Most work cases are intricate. Our Dallas employment legal representatives wish to meet with you personally to have a meaningful conversation about your case.
Will I satisfy an actual lawyer for my preliminary consultation? Yes. Unlike lots of law practice, we do not utilize paralegals or non-lawyer staff for initial consultations.
Do you charge an initial assessment fee? If not, why not? Yes, we charge a consultation charge. By charging a seek advice from cost, we dramatically reduce the number of preliminary assessments. This permits us to have a lawyer present at every preliminary assessment. It also makes sure that the clients we see are major about their case. We think that many trusted work lawyers charge for an initial consultation. In our viewpoint, employment lawyers who do not charge for a preliminary seek advice from are normally not excellent.
The Law Office of Rob Wiley, P.C. represents staff members in a range of disputes with their companies. 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 submitted in state or federal court. Although most of our cases are private cases, we also represent employees in class or collective 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, it is important to hire an attorney before suing with any government agency such as the Equal Employment Opportunity Commission (EEOC). We frequently represent staff members before government companies and in court.
It is illegal for a company to allow a hostile workplace under several state and federal laws. Generally, a hostile work environment occurs when a staff member experiences serious or prevalent harassment. For example, a supervisor who sexually pesters a subordinate can create an illegal hostile workplace. Similarly, usage of the ”n-word,” teasing a disabled worker, or demeaning an employee’s religious beliefs might produce a hostile work environment.
It is unlawful for a company to strike back against an employee for working out workplace rights. This can include retaliation for complaining about discrimination, harassment, work environment safety, 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 dissuade other staff members from making problems or taking action against the employer. Employees who are mindful of monetary or federal government scams may have special whistleblower securities. Our law office represents whistleblowers in procedures before the SEC, FINRA, and OSHA. We likewise represent whistleblowers in federal court actions worrying 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 qualified to be paid (1) minimum wage which is currently $7.25 per hour, and (2) overtimes earnings of one-and-one-half times their regular per hour rate. Sweating off the clock, consisting of over lunch or after hours, is often illegal. Only certain high-level supervisors, administrators, and specialists may be paid a salary in lieu of overtime. The exceptions are rare.
While many workers are thought about tipped workers and are paid $2.13 per hour, overall compensation should be at least $7.25 per hour, including pointers. Additionally, companies should pay tipped workers $5.12 rather of $2.13 or $3.20 when working overtime. It is unlawful for a dining establishment to require tipped employees to pay breakage costs, strolled tabs, or share ideas with cooking area personnel, janitors, or management.
Employees who get approved for household and medical leave are entitled to approximately twelve weeks of leave. Leave can be for the care of a spouse, moms and dad, or kid. Employees can likewise take individual medical leave for their own major medical condition. Importantly, referall.us leave can be taken in blocks or on a periodic, as required basis. Employers can not retaliate against staff members who are looking for leave, have taken leave, or are returning from leave. After departing, a staff member must be gone back to the exact same or an equivalent position.
Under the Americans with Disabilities Act (”ADA”) a company must offer a handicapped staff member with reasonable accommodations. if it would permit the staff member to carry out the essential functions of the job. Reasonable accommodations might consist of, modifying work schedules, brief term leave, working from home, or adjusting job tasks.
The due date to submit a work claim can be extremely short. If you are experiencing problems in your workplace or have actually been fired, contact our workplace instantly.