Overview

  • Founded Date July 14, 1964
  • Sectors Education Training
  • Posted Jobs 0
  • Viewed 4
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Company Description

Dallas Employment Lawyers

Rob Wiley, P.C. is a Dallas law office representing employees in claims versus companies. Typical cases include employment discrimination, retaliation, unpaid or mispaid incomes, and failure to offer advantages like medical leave or reasonable accommodation. We have actually been representing staff members given that 2000 and have actually assisted countless Dallas employees.

Our office is staffed by 6 attorneys focused entirely on work law. We office out of a restored Victorian mansion initially integrated in 1910. We are located in the State-Thomas area of Uptown Dallas.

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

Having practiced work law for more than a years, Rob Wiley knows it can be hard to find a qualified employment legal representative in Texas. Most of our clients have actually never ever needed to hire an attorney before. We suggest you ask these ten questions to discover the best work lawyer for you:

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

Do you typically represent employees or services? More than 99% of our customers are employees. Our Dallas work attorneys aggressively argue for imposing and broadening worker rights. Because we do not represent employers, we are not interested in losing company customers by passionately defending employees.

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

Does your law practice have the essential resources to handle my case? Yes. With seven dedicated full-time attorneys in Dallas, we have the resources to deal with most cases.

Are you a solo practitioner or does your firm staff member several attorneys that can help with my case? We are a genuine law company that interacts as a group.

What do other work legal representatives consider you? Rob Wiley, Dallas employment legal representative, has an exceptional reputation. Mr. Wiley is an elected 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 since 2014, called a Super Lawyers Rising Star from 2012-2013, and has been invited to speak at numerous lawyer training conferences throughout the United States and internationally.

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

Will you meet with me face-to-face for the preliminary consultation? Yes. We strongly advocate for in person conferences. Most work cases are complicated. Our Dallas employment lawyers want to meet you in individual to have a meaningful discussion about your case.

Will I fulfill an actual attorney for my preliminary assessment? Yes. Unlike lots of law firms, we do not utilize paralegals or non-lawyer staff for initial consultations.

Do you charge a preliminary consultation cost? If not, why not? Yes, we charge a consultation cost. By charging a seek advice from cost, job we significantly lower the number of initial consultations. This enables us to have a lawyer present at every preliminary assessment. It likewise makes sure that the clients we see are major about their case. Our company believe that a lot of reliable work lawyers charge for job a preliminary consultation. In our opinion, work attorneys who do not charge for a preliminary consult are usually not very excellent.

The Law Office of Rob Wiley, P.C. represents workers in a range of conflicts with their employers. Much of our cases are before state and federal agencies like the EEOC, the Department of Labor, or the Texas Workforce Commission. Other cases are submitted in state or federal court. Although the majority of our cases are specific cases, we likewise represent employees in class or collective actions and intricate litigation.

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 important to hire a lawyer before suing with any government agency such as the Equal Employment Opportunity Commission (EEOC). We routinely represent employees before government companies and in court.

It is unlawful for a company to allow a hostile workplace under several state and federal laws. Generally, a hostile work environment takes place when a staff member experiences severe or prevalent harassment. For example, a manager who sexually bugs a subordinate can create an unlawful hostile work environment. Similarly, use of the “n-word,” taunting a handicapped employee, or demeaning a staff member’s faiths could produce a hostile workplace.

It is prohibited for job an employer to strike back against a staff member for working out workplace rights. This can include retaliation for grumbling about discrimination, harassment, work environment security, unpaid overtime, or union organizing. Retaliatory acts include termination, failure to promote, or pay cuts. Retaliation can likewise include harassment or bullying developed to dissuade other staff members from making grievances or taking action versus the company. Employees who understand monetary or government fraud may have special whistleblower protections. Our law workplace represents whistleblowers in proceedings before the SEC, FINRA, and OSHA. We likewise represent whistleblowers in federal court actions worrying grant fraud, Medicare/Medicaid scams, and defense contracting fraud.

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 presently $7.25 per hour, and (2) overtimes earnings of one-and-one-half times their routine per hour rate. Working off the clock, including over lunch or after hours, is generally unlawful. Only particular top-level supervisors, administrators, and specialists might be paid a salary in lieu of overtime. The exceptions are couple of and far between.

While lots of employees are considered tipped employees and are paid $2.13 per hour, total payment 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 job $3.20 when working overtime. It is prohibited for a dining establishment to require tipped employees to pay damage costs, walked tabs, or share pointers with cooking area staff, janitors, or job management.

Employees who receive family 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 an intermittent, job as needed basis. Employers can not retaliate versus employees who are seeking leave, have departed, or are returning from leave. After taking leave, an employee needs to be gone back to the very same or an equivalent position.

Under the Americans with Disabilities Act (“ADA”) a company must supply a disabled staff member with reasonable lodgings. if it would enable the worker to perform the vital functions of the task. Reasonable accommodations could include, customizing work schedules, short-term leave, working from home, or changing job duties.

The deadline to submit a work claim can be incredibly brief. If you are experiencing issues in your office or have actually been fired, contact our workplace immediately.

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