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Founded Date June 6, 2000
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Sectors Healthcare
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Company Description
Dallas Employment Lawyers
Rob Wiley, P.C. is a Dallas law practice representing employees in suits against employers. Typical cases include employment discrimination, retaliation, unsettled or mispaid salaries, and failure to supply advantages like medical leave or affordable accommodation. We have actually been representing workers given that 2000 and have actually assisted countless Dallas workers.
Our office is staffed by 6 attorneys focused exclusively on work law. We office out of a brought back Victorian estate originally integrated in 1910. We lie in the State-Thomas location of Uptown Dallas.
If you are looking for a work legal representative to represent you in a legal disagreement, please contact us.
Having practiced employment law for more than a decade, Rob Wiley understands it can be difficult to discover a certified work lawyer in Texas. Most of our customers have never had to hire a legal representative before. We suggest you ask these 10 questions to discover the finest 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 generally represent workers or businesses? More than 99% of our customers are workers. Our Dallas employment lawyers aggressively argue for enforcing and broadening employee rights. Because we do not represent companies, we are not worried about losing organization customers by passionately combating for employees.
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 licensed Rob Wiley as a Professional in Labor and Employment Law.
Does your law office have the necessary resources to manage my case? Yes. With 7 devoted full-time lawyers in Dallas, we have the resources to manage most cases.
Are you a solo professional or does your company employee a number of attorneys that can assist with my case? We are a real law practice that works together as a team.
What do other employment attorneys believe about you? Rob Wiley, 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 previous president of the Dallas-Fort Worth Employment Lawyers Association, has actually 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 been invited to speak at different attorney training conferences throughout the United States and internationally.
Have you ever been reprimanded or disciplined by a bar association? No. You can confirm lawyer disciplinary history at www.texasbar.com.
Will you fulfill with me face-to-face for the initial assessment? Yes. We strongly promote for face-to-face conferences. Most employment cases are intricate. Our Dallas employment legal representatives desire to meet you in person to have a significant conversation about your case.
Will I meet an actual attorney for my preliminary assessment? Yes. Unlike numerous law office, we do not use paralegals or non-lawyer staff for preliminary assessments.
Do you charge an initial assessment fee? If not, why not? Yes, we charge a consultation fee. By charging a speak with cost, we significantly reduce the number of preliminary consultations. This permits us to have a lawyer present at every initial assessment. It also ensures that the clients we see are severe about their case. Our company believe that most trusted work lawyers charge for an initial consultation. In our viewpoint, work legal representatives who do not charge for an initial consult are normally not excellent.
The Law Office of Rob Wiley, P.C. represents workers in a range of conflicts with their companies. A lot 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 most of our cases are specific cases, we also represent workers in class or cumulative actions and complicated 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 necessary to hire an attorney before suing with any government firm such as the Equal Employment Opportunity Commission (EEOC). We frequently represent workers before government agencies and in court.
It is unlawful for a company to allow a hostile workplace under a number of state and federal laws. Generally, a hostile workplace takes place when a worker experiences severe or prevalent harassment. For instance, a supervisor who sexually bugs a subordinate can create an illegal hostile work environment. Similarly, usage of the “n-word,” ridiculing a handicapped employee, or demeaning an employee’s religions could develop a hostile work environment.
It is illegal for a company to retaliate versus an employee for exercising office rights. This can consist of retaliation for grumbling about discrimination, harassment, office security, unpaid overtime, or union organizing. Retaliatory acts include termination, failure to promote, or pay cuts. Retaliation can likewise include harassment or bullying created to deter other staff members from making complaints or doing something about it against the company. Employees who understand financial or federal government scams may have unique whistleblower securities. Our law workplace represents whistleblowers in proceedings before the SEC, FINRA, and OSHA. We also represent whistleblowers in federal court actions concerning grant scams, Medicare/Medicaid scams, and defense contracting fraud.
Every year employers in the United States underpay their staff members by billions of dollars. Most American workers are qualified to be paid (1) minimum wage which is currently $7.25 per hour, and (2) overtimes salaries of one-and-one-half times their regular hourly rate. Working off the clock, employment consisting of over lunch or after hours, is often illegal. Only specific high-level managers, administrators, and professionals might be paid a wage in lieu of overtime. The exceptions are rare.
While lots of staff members are considered tipped staff members and are paid $2.13 per hour, total payment must be at least $7.25 per hour, including suggestions. Additionally, employers must pay tipped employees $5.12 instead of $2.13 or $3.20 when working overtime. It is illegal for a dining establishment to require tipped employees to pay breakage costs, employment strolled tabs, or share suggestions with kitchen area personnel, janitors, or management.
Employees who get approved for household and medical leave are entitled to approximately twelve weeks of leave. Leave can be for the care of a partner, employment parent, or child. Employees can also take individual medical leave for their own severe medical condition. Importantly, leave can be taken in blocks or on an intermittent, as needed basis. Employers can not retaliate against staff members who are looking for leave, have departed, or are returning from leave. After departing, a worker should be returned to the same or a comparable position.
Under the Americans with Disabilities Act (“ADA”) a company should provide a disabled employee with reasonable accommodations. if it would enable the staff member to carry out the vital functions of the task. Reasonable lodgings might include, modifying work schedules, short-term leave, working from home, or tasks.
The due date to file a work claim can be exceptionally short. If you are experiencing problems in your workplace or have actually been fired, call our office immediately.