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Founded Date September 29, 1907
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Sectors AHP
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Posted Jobs 0
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Company Description
Dallas Employment Lawyers
Rob Wiley, P.C. is a Dallas law office representing workers in lawsuits against employers. Typical cases include employment discrimination, retaliation, overdue or mispaid salaries, and failure to provide benefits like medical leave or sensible lodging. We have been representing workers given that 2000 and have assisted countless Dallas employees.
Our workplace is staffed by six lawyers focused entirely on work law. We workplace out of a brought back Victorian mansion originally integrated in 1910. We are located in the State-Thomas area of Uptown Dallas.
If you are trying to find a work attorney to represent you in a legal conflict, please contact us.
Having practiced work law for referall.us more than a years, Rob Wiley understands it can be hard to discover a qualified work attorney in Texas. Most of our clients have actually never had to work with a legal representative before. We advise you ask these 10 concerns to find the best work attorney for you:
What portion of your practice is devoted to work law?The Law Office of Rob Wiley, P.C. devotes almost all of our practice to work law.
Do you usually represent workers or services? More than 99% of our clients are workers. Our Dallas employment lawyers aggressively argue for implementing and expanding employee rights. Because we do not represent employers, we are not interested in losing service customers by passionately battling 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 licensed Rob Wiley as an Expert in Labor and Employment Law.
Does your law firm have the needed resources to handle my case? Yes. With seven dedicated full-time attorneys in Dallas, we have the resources to manage most cases.
Are you a solo specialist or does your company staff member numerous attorneys that can assist with my case? We are a genuine law office that interacts as a team.
What do other work attorneys think of you? Rob Wiley, Dallas work legal representative, has an exceptional reputation. 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 considering that 2014, called a Super Lawyers Rising Star from 2012-2013, and has actually been invited to speak at different attorney training conferences throughout the United States and worldwide.
Have you ever been reprimanded or disciplined by a bar association? No. You can confirm attorney disciplinary history at www.texasbar.com.
Will you meet me face-to-face for the initial assessment? Yes. We highly promote for in person meetings. Most work cases are complicated. Our Dallas work lawyers desire to fulfill with you in individual to have a significant conversation about your case.
Will I meet an actual attorney for my preliminary assessment? Yes. Unlike lots of law practice, we do not use paralegals or non-lawyer personnel for preliminary assessments.
Do you charge an initial consultation fee? If not, why not? Yes, we charge a consultation charge. By charging a speak with charge, we drastically minimize the number of preliminary assessments. This permits us to have a lawyer present at every preliminary consultation. It likewise makes sure that the clients we see are major about their case. Our company believe that a lot of trusted work attorneys charge for a preliminary assessment. In our viewpoint, employment attorneys who do not charge for an initial speak with are generally not great.
The Law Office of Rob Wiley, P.C. represents workers in a range of disagreements 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 filed in state or federal court. Although many of our cases are specific cases, we also represent workers in class or cumulative actions and complicated litigation.
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 work with an attorney before submitting a claim with any federal government firm such as the Equal Employment Opportunity Commission (EEOC). We frequently represent staff members before federal government agencies and in court.
It is prohibited for a company to allow a hostile work environment under several state and federal laws. Generally, a hostile workplace takes place when an employee experiences serious or pervasive harassment. For instance, a supervisor who sexually bugs a subordinate can develop an unlawful hostile work environment. Similarly, use of the “n-word,” ridiculing a handicapped staff member, or demeaning a staff member’s faiths might create a hostile work environment.
It is prohibited for a company to retaliate versus an employee for exercising work environment rights. This can include retaliation for grumbling about discrimination, harassment, office safety, overdue overtime, or union arranging. Retaliatory acts consist of termination, failure to promote, or pay cuts. Retaliation can likewise include harassment or bullying developed to dissuade other workers from making complaints or taking action against the employer. Employees who are mindful of monetary or government scams might have special whistleblower protections. Our law workplace represents whistleblowers in procedures before the SEC, FINRA, and OSHA. We also represent whistleblowers in federal court actions concerning grant fraud, Medicare/Medicaid fraud, and defense contracting fraud.
Every year companies in the United States underpay their employees by billions of dollars. Most American workers are qualified to be paid (1) minimum wage which is presently $7.25 per hour, and (2) overtimes incomes of one-and-one-half times their routine per hour rate. Sweating off the clock, consisting of over lunch or after hours, is almost always prohibited. Only specific high-level managers, administrators, and professionals may be paid an income in lieu of overtime. The exceptions are rare.
While many employees are thought about tipped employees and are paid $2.13 per hour, total payment should be at least $7.25 per hour, of suggestions. Additionally, employers must pay tipped staff members $5.12 rather of $2.13 or $3.20 when working overtime. It is illegal for a restaurant to require tipped staff members to pay damage fees, walked tabs, or share ideas with kitchen area personnel, janitors, or management.
Employees who qualify for household and medical leave are entitled to approximately twelve weeks of leave. Leave can be for the care of a partner, parent, or kid. Employees can also take individual medical leave for their own serious medical condition. Importantly, leave can be taken in blocks or on an intermittent, as required basis. Employers can not retaliate against employees who are seeking leave, have actually departed, or are returning from leave. After departing, a worker should be gone back to the exact same or a comparable position.
Under the Americans with Disabilities Act (“ADA”) a company should provide a handicapped staff member with reasonable accommodations. if it would permit the employee to carry out the necessary functions of the task. Reasonable accommodations might include, customizing work schedules, brief term leave, working from home, or changing task responsibilities.
The deadline to file an employment claim can be incredibly short. If you are experiencing issues in your work environment or have been fired, call our workplace immediately.