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Dallas Employment Lawyers
Rob Wiley, P.C. is a Dallas law office representing employees in claims versus employers. Typical cases consist of employment discrimination, retaliation, overdue or mispaid salaries, and failure to supply benefits like medical leave or sensible lodging. We have been representing employees because 2000 and employment have assisted countless Dallas employees.
Our office is staffed by six attorneys focused exclusively on employment law. We workplace out of a restored Victorian mansion originally integrated in 1910. We lie in the State-Thomas area of Uptown Dallas.
If you are trying to find an employment attorney to represent you in a legal disagreement, please call us.
Having practiced work law for more than a years, Rob Wiley understands it can be hard to find a certified employment legal representative in Texas. The majority of our clients have never ever had to work with a legal representative before. We advise you ask these ten concerns to discover the very best work attorney for you:
What percentage of your practice is devoted to employment law?The Law Office of Rob Wiley, P.C. dedicates almost all of our practice to employment law.
Do you usually represent employees or businesses? More than 99% of our clients are staff members. Our Dallas work lawyers aggressively argue for implementing and broadening worker rights. Because we do not represent companies, we are not interested in losing business clients by passionately combating for staff members.
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 an Expert in Labor and Employment Law.
Does your law office have the essential resources to manage my case? Yes. With 7 dedicated full-time lawyers in Dallas, we have the resources to handle most cases.
Are you a solo professional or does your firm staff member numerous attorneys that can help with my case? We are a genuine law firm that interacts as a team.
What do other work legal representatives think of you? Rob Wiley, Dallas employment legal representative, has an exceptional credibility. 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 actually been named a Texas Super Lawyer by Thompson Reuters every year since 2014, called a Super Lawyers Rising Star from 2012-2013, and has actually been welcomed to speak at different legal representative training conferences throughout the United States and worldwide.
Have you ever been reprimanded or disciplined by a bar association? No. You can validate lawyer disciplinary history at www.texasbar.com.
Will you meet with me in person for the initial consultation? Yes. We strongly advocate for face-to-face meetings. Most employment cases are intricate. Our Dallas employment lawyers wish to consult with you personally to have a meaningful discussion about your case.
Will I fulfill an actual lawyer for my initial assessment? Yes. Unlike numerous law companies, we do not utilize paralegals or non-lawyer staff for preliminary consultations.
Do you charge a preliminary consultation cost? If not, why not? Yes, we charge a consultation fee. By charging a seek advice from charge, we considerably lower the number of initial consultations. This enables us to have a lawyer present at every preliminary consultation. It also ensures that the clients we see are major about their case. Our company believe that many reliable employment attorneys charge for a preliminary assessment. In our viewpoint, employment lawyers who do not charge for an initial speak with are typically not really good.
The Law Office of Rob Wiley, P.C. represents staff members in a range of disputes with their companies. A lot 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 employment federal court. Although most of our cases are specific cases, we also represent employees in class or cumulative actions and complex litigation.
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 essential to hire an attorney before suing with any federal government company such as the Equal Job Opportunity Commission (EEOC). We routinely represent workers before government firms and in court.
It is illegal for an employer to allow a hostile workplace under several state and federal laws. Generally, a hostile work environment takes place when a staff member or pervasive harassment. For example, a supervisor who sexually bugs a subordinate can develop an unlawful hostile work environment. Similarly, usage of the “n-word,” teasing a disabled employee, or demeaning a worker’s religious beliefs could produce a hostile workplace.
It is unlawful for a company to strike back versus an employee for working out work environment rights. This can consist of retaliation for complaining about discrimination, harassment, work environment security, unpaid overtime, or union arranging. Retaliatory acts consist of termination, failure to promote, or pay cuts. Retaliation can likewise consist of harassment or bullying designed to discourage other workers from making problems or doing something about it against the employer. Employees who understand monetary or government fraud might have unique whistleblower protections. Our law office 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 defense contracting scams.
Every year companies in the United States underpay their staff members by billions of dollars. Most American workers are qualified to be paid (1) base pay which is currently $7.25 per hour, and (2) overtimes earnings of one-and-one-half times their routine hourly rate. Sweating off the clock, including over lunch or after hours, is often illegal. Only particular high-level supervisors, administrators, and experts may be paid a wage in lieu of overtime. The exceptions are few and far in between.
While many staff members are thought about tipped employees and are paid $2.13 per hour, employment overall payment must be at least $7.25 per hour, consisting of suggestions. Additionally, employers need to pay tipped workers $5.12 instead of $2.13 or $3.20 when working overtime. It is unlawful for a dining establishment to need tipped employees to pay breakage costs, strolled tabs, or share ideas with cooking area personnel, janitors, or management.
Employees who certify for household and medical leave are entitled to up to twelve weeks of leave. Leave can be for the care of a partner, parent, or child. Employees can likewise take individual medical leave for their own major medical condition. Importantly, leave can be taken in blocks or on a periodic, as required basis. Employers can not strike back versus employees who are looking for leave, have taken leave, or are returning from leave. After departing, an employee needs to be gone back to the same or an equivalent position.
Under the Americans with Disabilities Act (“ADA”) a company need to offer a disabled worker with affordable accommodations. if it would allow the employee to perform the essential functions of the job. Reasonable accommodations could include, customizing work schedules, employment short-term leave, working from home, or changing task duties.
The due date to file an employment claim can be incredibly brief. If you are experiencing problems in your workplace or have been fired, employment call our workplace immediately.