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Company Description

Dallas Employment Lawyers

Rob Wiley, P.C. is a Dallas law practice representing workers in suits versus employers. Typical cases consist of work discrimination, retaliation, unsettled or mispaid salaries, and failure to supply benefits like medical leave or affordable accommodation. We have actually been representing staff members since 2000 and have assisted countless Dallas employees.

Our office is staffed by 6 lawyers focused solely on employment law. We office out of a restored Victorian mansion initially integrated in 1910. We are situated in the State-Thomas location of Uptown Dallas.

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

Having practiced work law for more than a decade, Rob Wiley understands it can be difficult to find a certified employment legal representative in Texas. Most of our customers have actually never ever needed to hire an attorney before. We advise you ask these 10 concerns to discover the finest employment attorney for you:

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

Do you generally represent employees or businesses? More than 99% of our clients are workers. Our Dallas work attorneys strongly argue for and expanding worker rights. Because we do not represent employers, we are not worried about losing organization clients by passionately battling for 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 licensed 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 devoted full-time attorneys in Dallas, we have the resources to handle most cases.

Are you a solo specialist or does your company worker several attorneys that can assist with my case? We are a genuine law company that works together as a team.

What do other employment legal representatives think of you? Rob Wiley, Dallas work legal representative, has an exceptional 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 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 lawyer training conferences across the United States and globally.

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

Will you meet with me face-to-face for the preliminary assessment? Yes. We highly promote for face-to-face meetings. Most work cases are complicated. Our Dallas work legal representatives desire to consult with you in individual to have a meaningful discussion about your case.

Will I meet a real lawyer for my initial consultation? Yes. Unlike numerous law office, we do not utilize paralegals or non-lawyer staff for initial assessments.

Do you charge an initial consultation fee? If not, why not? Yes, we charge a consultation charge. By charging a seek advice from fee, referall.us we significantly decrease the number of initial assessments. This permits us to have an attorney present at every initial consultation. It likewise ensures that the customers we see are serious about their case. Our company believe that the majority of respectable work attorneys charge for a preliminary consultation. In our opinion, employment lawyers who do not charge for a preliminary speak with are normally not great.

The Law Office of Rob Wiley, P.C. represents staff members in a variety of disputes with their employers. 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 filed in state or federal court. Although most of our cases are individual cases, we also represent workers in class or cumulative actions and complicated 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 employ an attorney before submitting a claim with any government firm such as the Equal Employment Opportunity Commission (EEOC). We regularly represent staff members before government companies and in court.

It is prohibited for an employer to allow a hostile workplace under several state and federal laws. Generally, a hostile work environment occurs when a worker experiences extreme or prevalent harassment. For instance, a manager who sexually bugs a subordinate can develop an unlawful hostile workplace. Similarly, use of the “n-word,” taunting a disabled staff member, or somalibidders.com demeaning a worker’s religions could develop a hostile work environment.

It is prohibited for a company to strike back versus a worker for working out workplace rights. This can consist of retaliation for complaining about discrimination, harassment, workplace safety, unsettled overtime, or union organizing. Retaliatory acts include termination, failure to promote, or pay cuts. Retaliation can likewise include harassment or bullying designed to deter other staff members from making grievances or doing something about it versus the company. Employees who are aware of monetary or government scams might have unique whistleblower defenses. Our law office represents whistleblowers in procedures before the SEC, FINRA, and OSHA. We also represent whistleblowers in federal court actions concerning grant scams, Medicare/Medicaid scams, and defense contracting scams.

Every year companies in the United States underpay their staff members 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 salaries of one-and-one-half times their routine hourly rate. Working off the clock, consisting of over lunch or after hours, is almost constantly illegal. Only specific top-level supervisors, administrators, and experts may be paid a wage in lieu of overtime. The exceptions are scarce.

While lots of workers are considered tipped employees and are paid $2.13 per hour, total compensation needs to be at least $7.25 per hour, consisting of tips. Additionally, employers need to pay tipped staff members $5.12 instead of $2.13 or $3.20 when working overtime. It is illegal for a restaurant to require tipped employees to pay breakage costs, strolled tabs, or share suggestions with cooking area personnel, janitors, or management.

Employees who get approved for household and medical leave are entitled to as much as twelve weeks of leave. Leave can be for the care of a spouse, parent, or kid. Employees can likewise 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 strike back versus workers who are seeking leave, have departed, or are returning from leave. After departing, an employee should be gone back to the very 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 permit the worker to perform the necessary functions of the task. Reasonable accommodations might include, customizing work schedules, short-term leave, working from home, or changing job responsibilities.

The due date to submit an employment claim can be extremely short. If you are experiencing problems in your work environment or have been fired, call our office right away.