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Overview

  • Founded Date August 7, 1906
  • Sectors AHP
  • Posted Jobs 0
  • Viewed 1

Company Description

Dallas Employment Lawyers

Rob Wiley, P.C. is a Dallas law practice representing workers in suits against companies. Typical cases include work discrimination, retaliation, overdue or mispaid incomes, and failure to supply benefits like medical leave or affordable lodging. We have actually been representing staff members considering that 2000 and have actually helped thousands of Dallas workers.

Our workplace is staffed by six attorneys focused exclusively on employment law. We workplace out of a brought back Victorian mansion originally developed in 1910. We are located in the State-Thomas location of Uptown Dallas.

If you are trying to find an employment lawyer to represent you in a legal conflict, please call us.

Having practiced employment law for more than a decade, job Rob Wiley understands it can be hard to discover a qualified employment legal representative in Texas. The majority of our clients have actually never ever needed to hire a lawyer before. We suggest you ask these 10 concerns to find the very best work lawyer for you:

What portion 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 typically represent workers or businesses? More than 99% of our customers are workers. Our Dallas work lawyers aggressively argue for imposing and broadening employee rights. Because we do not represent companies, we are not interested in losing company 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 actually certified Rob Wiley as a Specialist in Labor and Employment Law.

Does your law company have the necessary resources to manage my case? Yes. With seven dedicated full-time attorneys in Dallas, we have the resources to handle most cases.

Are you a solo specialist or does your firm worker numerous attorneys that can help with my case? We are a genuine law firm that collaborates as a group.

What do other employment legal representatives think about you? Rob Wiley, job Dallas employment legal representative, has an exceptional 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 actually been named a Texas Super Lawyer by Thompson Reuters every year because 2014, called a Super Lawyers Rising Star from 2012-2013, and has been invited to speak at numerous legal representative training conferences throughout the United States and internationally.

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

Will you satisfy with me face-to-face for the preliminary assessment? Yes. We highly promote for face-to-face conferences. Most work cases are complicated. Our Dallas work lawyers want to fulfill with you face to face to have a significant conversation about your case.

Will I meet an actual lawyer for my initial assessment? Yes. Unlike lots of law practice, we do not utilize paralegals or job non-lawyer staff for initial consultations.

Do you charge a preliminary assessment cost? If not, why not? Yes, we charge a consultation fee. By charging a seek advice from fee, we considerably lower the number of preliminary assessments. This permits us to have an attorney present at every initial consultation. It also guarantees that the customers we see are serious about their case. We believe that a lot of reliable employment lawyers charge for an initial consultation. In our opinion, employment attorneys who do not charge for a preliminary speak with are normally not great.

The Law Office of Rob Wiley, P.C. represents employees in a range of disagreements with their companies. A number of our cases are before state and federal firms like the EEOC, the Department of Labor, or the Texas Workforce Commission. Other cases are submitted in state or federal court. Although most of our cases are individual cases, job we likewise represent workers in class or and complex lawsuits.

Discrimination is prohibited 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 essential to hire a lawyer before suing with any federal government firm such as the Equal Job Opportunity Commission (EEOC). We regularly represent employees before federal government firms and in court.

It is prohibited for an employer to permit a hostile work environment under numerous state and federal laws. Generally, a hostile workplace occurs when a staff member experiences severe or prevalent harassment. For job instance, a supervisor who sexually harasses a subordinate can create an illegal hostile work environment. Similarly, use of the “n-word,” taunting a handicapped staff member, or demeaning a staff member’s faiths might produce a hostile workplace.

It is illegal for a company to retaliate versus a worker for exercising workplace rights. This can consist of retaliation for complaining about discrimination, harassment, office safety, unpaid overtime, or union organizing. Retaliatory acts consist of termination, failure to promote, or pay cuts. Retaliation can likewise include harassment or bullying designed to dissuade other staff members from making complaints or acting against the employer. Employees who are mindful 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 also represent whistleblowers in federal court actions concerning grant fraud, Medicare/Medicaid fraud, and defense contracting scams.

Every year employers in the United States underpay their staff members by billions of dollars. Most American workers are eligible to be paid (1) base pay which is presently $7.25 per hour, and (2) overtimes incomes of one-and-one-half times their routine hourly rate. Working off the clock, including over lunch or after hours, is usually unlawful. Only certain top-level managers, administrators, and specialists might be paid a salary in lieu of overtime. The exceptions are scarce.

While lots of staff members are considered tipped staff members and are paid $2.13 per hour, overall settlement needs to be at least $7.25 per hour, consisting of suggestions. Additionally, employers must pay tipped workers $5.12 instead of $2.13 or $3.20 when working overtime. It is unlawful for a restaurant to need tipped staff members to pay breakage charges, walked tabs, or share tips with cooking area personnel, janitors, or management.

Employees who get approved for family and medical leave are entitled to as much as twelve weeks of leave. Leave can be for the care of a partner, parent, or kid. Employees can likewise take individual medical leave for their own major job medical condition. Importantly, leave can be taken in blocks or on a periodic, as needed basis. Employers can not retaliate against employees who are looking for leave, have actually taken leave, or are returning from leave. After departing, a worker must be returned to the very same or a comparable position.

Under the Americans with Disabilities Act (“ADA”) a company must offer a disabled employee with reasonable lodgings. if it would enable the staff member to perform the necessary functions of the job. Reasonable lodgings might consist of, customizing work schedules, short-term leave, working from home, or changing task tasks.

The deadline to submit a work claim can be extremely brief. If you are experiencing problems in your workplace or have been fired, call our workplace right away.