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Company Description

Dallas Employment Lawyers

Rob Wiley, P.C. is a Dallas law practice representing workers in lawsuits against companies. Typical cases include employment discrimination, retaliation, overdue or mispaid earnings, and failure to provide benefits like medical leave or affordable accommodation. We have actually been representing staff members considering that 2000 and have actually assisted countless Dallas workers.

Our office is staffed by six attorneys focused solely on employment law. We office out of a brought back Victorian estate originally developed in 1910. We are located in the State-Thomas area of Uptown Dallas.

If you are looking for job an employment attorney to represent you in a legal conflict, please call us.

Having practiced work law for job more than a decade, Rob Wiley knows it can be challenging to find a certified work lawyer in Texas. Most of our customers have actually never needed to work with an attorney before. We suggest you ask these 10 concerns to find the very best work lawyer for you:

What percentage of your practice is dedicated to employment law?The Law Office of Rob Wiley, P.C. dedicates almost all of our practice to work law.

Do you normally represent workers or businesses? More than 99% of our clients are workers. Our Dallas work lawyers strongly argue for job imposing and expanding worker rights. Because we do not represent companies, we are not interested in losing service clients by passionately defending 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 certified Rob Wiley as a Professional in Labor and Employment Law.

Does your law office have the needed resources to manage my case? Yes. With 7 devoted full-time lawyers in Dallas, we have the resources to handle most cases.

Are you a solo specialist or does your company staff member a number of attorneys that can assist with my case? We are a real law practice that works together as a team.

What do other employment lawyers consider you? Rob Wiley, Dallas work legal representative, has an outstanding reputation. Mr. Wiley is an elected member of the Dallas Bar Association’s Employment Law Council, is the past president of the Dallas-Fort Worth Employment Lawyers Association, has been called a Texas Super Lawyer by Thompson Reuters every year because 2014, called a Super Lawyers Rising Star from 2012-2013, and has actually been invited to speak at numerous lawyer training conferences across the United States and job worldwide.

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

Will you meet me in person for the preliminary consultation? Yes. We highly promote for face-to-face conferences. Most work cases are intricate. Our Dallas work legal representatives desire to meet you face to face to have a meaningful discussion about your case.

Will I satisfy an actual attorney for my preliminary assessment? Yes. Unlike many law practice, we do not utilize paralegals or non-lawyer staff for preliminary assessments.

Do you charge an initial assessment charge? If not, why not? Yes, we charge an assessment cost. By charging a consult fee, we drastically minimize the variety of preliminary consultations. This allows us to have a lawyer present at every preliminary consultation. It also guarantees that the customers we see are severe about their case. Our company believe that a lot of respectable work attorneys charge for a preliminary consultation. In our viewpoint, employment legal representatives who do not charge for a preliminary speak with are usually not very good.

The Law Office of Rob Wiley, P.C. represents employees in a variety of disputes with their companies. Many of our cases are before state and federal firms like the EEOC, the Department of Labor, or job the Texas Workforce Commission. Other cases are filed in state or federal court. Although most of our cases are individual cases, we likewise represent workers in class or collective actions and intricate lawsuits.

Discrimination is prohibited 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 hire an attorney before suing with any government company such as the Equal Job Opportunity Commission (EEOC). We routinely represent staff members before government firms and in court.

It is prohibited for an employer to permit a hostile workplace under several state and federal laws. Generally, a hostile workplace takes place when an employee experiences extreme or prevalent harassment. For instance, a manager who sexually pesters a subordinate can develop an unlawful hostile work environment. Similarly, use of the “n-word,” teasing a handicapped worker, or demeaning an employee’s religions could develop a hostile workplace.

It is unlawful for a company to strike back against a worker for working out office rights. This can include retaliation for grumbling about discrimination, harassment, office security, overdue overtime, or union arranging. Retaliatory acts consist of termination, failure to promote, or pay cuts. Retaliation can also include harassment or bullying developed to deter other staff members from making complaints or doing something about it versus the employer. Employees who are aware 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 concerning grant scams, Medicare/Medicaid fraud, and defense contracting scams.

Every year employers in the United States underpay their staff members by billions of dollars. Most American employees are qualified to be paid (1) base pay which is presently $7.25 per hour, and (2) overtimes salaries of one-and-one-half times their routine hourly rate. Sweating off the clock, including over lunch or after hours, is often prohibited. Only particular top-level managers, administrators, and experts may be paid a salary in lieu of overtime. The exceptions are rare.

While numerous staff members are thought about tipped employees and are paid $2.13 per hour, overall settlement needs to be at least $7.25 per hour, including suggestions. Additionally, employers must pay tipped employees $5.12 instead of $2.13 or $3.20 when working overtime. It is illegal for a restaurant to require tipped workers to pay damage fees, strolled tabs, or share tips with cooking area personnel, janitors, or job 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 also take individual medical leave for their own major medical . Importantly, leave can be taken in blocks or on a periodic, as required basis. Employers can not strike back against workers who are seeking leave, have actually departed, or are returning from leave. After taking leave, an employee needs to be returned to the exact same or a comparable position.

Under the Americans with Disabilities Act (“ADA”) a company should provide a handicapped staff member with sensible accommodations. if it would enable the employee to perform the vital functions of the job. Reasonable accommodations could include, modifying work schedules, short term leave, working from home, or changing job duties.

The due date to file a work claim can be extremely brief. If you are experiencing problems in your work environment or have been fired, contact our workplace instantly.