Overview

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Company Description

Dallas Employment Lawyers

Rob Wiley, P.C. is a Dallas law practice representing workers in lawsuits versus companies. Typical cases include work discrimination, retaliation, employment overdue or mispaid incomes, and failure to offer benefits like leave or sensible accommodation. We have been representing employees considering that 2000 and have actually helped countless Dallas workers.

Our office is staffed by six lawyers focused entirely on employment law. We workplace out of a restored Victorian estate initially integrated in 1910. We are located in the State-Thomas area of Uptown Dallas.

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

Having practiced employment law for more than a years, employment Rob Wiley understands it can be hard to find a certified employment lawyer in Texas. Most of our clients have never ever had to work with an attorney before. We recommend you ask these 10 concerns to find the finest employment attorney for you:

What portion of your practice is devoted to employment law?The Law Office of Rob Wiley, P.C. commits almost all of our practice to employment law.

Do you normally represent workers or services? More than 99% of our customers are employees. Our Dallas work lawyers aggressively argue for enforcing and expanding worker rights. Because we do not represent employers, we are not worried with losing service clients by passionately defending workers.

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

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

Are you a solo practitioner or does your company worker a number of attorneys that can assist with my case? We are a genuine law office that collaborates as a team.

What do other employment attorneys believe about you? Rob Wiley, Dallas work lawyer, has an outstanding track record. Mr. Wiley is a chosen 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, employment called a Super Lawyers Rising Star from 2012-2013, and has actually been welcomed to speak at various lawyer 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 meet me face-to-face for the preliminary assessment? Yes. We strongly promote for in person meetings. Most work cases are intricate. Our Dallas employment legal representatives wish to meet with you face to face to have a meaningful discussion about your case.

Will I satisfy an actual attorney for my initial consultation? Yes. Unlike numerous law office, we do not use paralegals or non-lawyer staff for initial consultations.

Do you charge a preliminary consultation charge? If not, why not? Yes, we charge an assessment charge. By charging a speak with charge, we significantly lower the variety of initial assessments. This permits us to have a lawyer present at every preliminary consultation. It likewise makes sure that the customers we see are severe about their case. We believe that many reliable employment lawyers charge for an initial consultation. In our opinion, employment attorneys who do not charge for an initial seek advice from are typically not excellent.

The Law Office of Rob Wiley, P.C. represents workers in a range of disputes with their companies. A number 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 private cases, we also represent workers in class or collective actions and intricate lawsuits.

Discrimination is forbidden under Title VII of the Civil Rights Act of 1964, employment 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 work with an attorney before suing with any government firm such as the Equal Job Opportunity Commission (EEOC). We regularly represent workers before federal government companies and in court.

It is illegal for a company to permit a hostile workplace under several state and federal laws. Generally, a hostile workplace happens when an employee experiences serious or prevalent harassment. For example, a manager who sexually pesters a subordinate can create an unlawful hostile workplace. Similarly, usage of the “n-word,” ridiculing a handicapped employee, or demeaning a worker’s religions could produce a hostile work environment.

It is unlawful for an employer to strike back versus a worker for working out office rights. This can consist of retaliation for grumbling about discrimination, harassment, workplace security, unpaid overtime, or union organizing. Retaliatory acts consist of termination, failure to promote, or pay cuts. Retaliation can also consist of harassment or bullying developed to deter other staff members from making complaints or acting versus the employer. Employees who are conscious of financial or federal government scams might have special whistleblower defenses. Our law workplace represents whistleblowers in proceedings before the SEC, FINRA, and OSHA. We also represent whistleblowers in federal court actions concerning grant scams, Medicare/Medicaid fraud, and employment defense contracting fraud.

Every year companies in the United States underpay their workers by billions of dollars. Most American employees are eligible 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 per hour rate. Sweating off the clock, including over lunch or after hours, is generally illegal. Only certain top-level supervisors, administrators, and specialists might be paid a salary in lieu of overtime. The exceptions are rare.

While many workers are considered tipped workers and are paid $2.13 per hour, total compensation should be at least $7.25 per hour, including tips. Additionally, companies must pay tipped staff members $5.12 instead of $2.13 or $3.20 when working overtime. It is prohibited for a restaurant to need tipped employees to pay damage charges, strolled tabs, or share suggestions with kitchen area staff, janitors, or management.

Employees who receive family and medical leave are entitled to as much as twelve weeks of leave. Leave can be for the care of a spouse, moms and dad, or kid. Employees can also take individual medical leave for their own serious medical condition. Importantly, leave can be taken in blocks or on a periodic, as required basis. Employers can not strike back against staff members who are seeking leave, have actually departed, or are returning from leave. After taking leave, an employee must be gone back to the same or an equivalent position.

Under the Americans with Disabilities Act (“ADA”) an employer must provide a disabled employee with reasonable accommodations. if it would enable the staff member to perform the vital functions of the job. Reasonable accommodations might consist of, customizing work schedules, short term leave, working from home, or adjusting task tasks.

The due date to submit an employment claim can be extremely brief. If you are experiencing problems in your office or employment have actually been fired, contact our workplace right away.