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Founded Date December 10, 2017
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Sectors Politics
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Company Description
Dallas Employment Lawyers
Rob Wiley, P.C. is a Dallas law office representing workers in claims versus companies. Typical cases include work discrimination, retaliation, unsettled or mispaid salaries, and failure to provide benefits like medical leave or sensible lodging. We have been representing employees because 2000 and have actually assisted thousands of Dallas employees.
Our office is staffed by 6 lawyers focused exclusively on employment law. We workplace out of a brought back Victorian estate initially integrated 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, referall.us please call us.
Having practiced work law for more than a years, Rob Wiley understands it can be difficult to discover a certified work legal representative in Texas. Most of our customers have actually never had to employ an attorney before. We suggest you ask these 10 questions to find the best employment attorney for you:
What percentage of your practice is devoted to work law?The Law Office of Rob Wiley, P.C. dedicates almost all of our practice to work law.
Do you typically represent employees or organizations? More than 99% of our clients are workers. Our Dallas employment attorneys strongly argue for enforcing and broadening worker rights. Because we do not represent companies, we are not interested in losing service clients by passionately defending workers.
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 accredited Rob Wiley as a Professional in Labor and Employment Law.
Does your law company have the required resources to handle my case? Yes. With seven dedicated full-time lawyers in Dallas, we have the resources to manage most cases.
Are you a solo specialist or does your company employee several attorneys that can help with my case? We are a real law office that works together as a group.
What do other work legal representatives believe about you? Rob Wiley, Dallas work lawyer, has an exceptional reputation. 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 called a Texas Super Lawyer by Thompson Reuters every year given that 2014, named a Super Lawyers Rising Star from 2012-2013, and has actually been welcomed 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 lawyer disciplinary history at www.texasbar.com.
Will you consult with me face-to-face for the preliminary assessment? Yes. We strongly promote for in person conferences. Most work cases are intricate. Our Dallas employment attorneys want to satisfy with you in person to have a significant discussion about your case.
Will I meet an actual lawyer for my preliminary consultation? Yes. Unlike office, we do not use paralegals or non-lawyer staff for preliminary consultations.
Do you charge a preliminary consultation fee? If not, why not? Yes, we charge a consultation fee. By charging a seek advice from fee, we drastically decrease the variety of preliminary assessments. This permits us to have a lawyer present at every preliminary assessment. It likewise makes sure that the clients we see are severe about their case. Our company believe that a lot of credible employment lawyers charge for a preliminary assessment. In our opinion, employment attorneys who do not charge for a preliminary seek advice from are generally not very good.
The Law Office of Rob Wiley, P.C. represents staff members in a variety of disagreements with their employers. A number 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 private cases, we likewise represent employees in class or cumulative actions and complicated litigation.
Discrimination is restricted 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 important to work with an attorney before suing with any federal government agency such as the Equal Job Opportunity Commission (EEOC). We regularly represent workers before government companies and in court.
It is prohibited for an employer to allow a hostile work environment under a number of state and federal laws. Generally, a hostile workplace occurs when a worker experiences severe or pervasive harassment. For instance, a supervisor who sexually pesters a subordinate can develop an illegal hostile workplace. Similarly, usage of the “n-word,” taunting a handicapped employee, or demeaning a worker’s faiths might develop a hostile workplace.
It is illegal for a company to retaliate against an employee for exercising workplace rights. This can include retaliation for complaining about discrimination, harassment, workplace security, unpaid overtime, or union arranging. Retaliatory acts consist of termination, failure to promote, or pay cuts. Retaliation can also include harassment or bullying developed to deter other employees from making grievances or acting against the employer. Employees who are mindful of monetary or federal government fraud might have unique whistleblower securities. Our law office represents whistleblowers in proceedings before the SEC, FINRA, and OSHA. We also represent whistleblowers in federal court actions worrying grant fraud, Medicare/Medicaid scams, and defense contracting scams.
Every year employers in the United States underpay their workers by billions of dollars. Most American employees are qualified to be paid (1) minimum wage which is presently $7.25 per hour, somalibidders.com and (2) overtimes wages of one-and-one-half times their routine hourly rate. Working off the clock, consisting of over lunch or after hours, is usually prohibited. Only specific top-level managers, administrators, and experts may be paid an income in lieu of overtime. The exceptions are rare.
While lots of workers are considered tipped staff members and are paid $2.13 per hour, total payment should be at least $7.25 per hour, including ideas. Additionally, companies should pay tipped workers $5.12 rather of $2.13 or $3.20 when working overtime. It is prohibited for a dining establishment to need tipped employees to pay breakage costs, strolled tabs, or share suggestions with cooking area staff, 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 spouse, moms and dad, or kid. Employees can likewise take individual medical leave for their own severe medical condition. Importantly, leave can be taken in blocks or on a periodic, as needed basis. Employers can not strike back against staff members who are looking for leave, have actually taken leave, or are returning from leave. After taking leave, a worker must be returned to the very same or a comparable position.
Under the Americans with Disabilities Act (“ADA”) an employer need to offer a disabled worker with affordable accommodations. if it would allow the staff member to carry out the important functions of the task. Reasonable lodgings might include, customizing work schedules, brief term leave, working from home, or adjusting task tasks.
The deadline to submit an employment claim can be extremely brief. If you are experiencing issues in your workplace or have been fired, call our workplace right away.