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Founded Date August 28, 2008
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Sectors General Labour
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Company Description
Dallas Employment Lawyers
Rob Wiley, P.C. is a Dallas law office representing workers in suits against companies. Typical cases include work discrimination, retaliation, unpaid or wages, and failure to provide benefits like medical leave or affordable lodging. We have been representing employees considering that 2000 and have actually helped countless Dallas employees.
Our workplace is staffed by 6 lawyers focused solely on employment law. We office out of a restored Victorian estate initially integrated in 1910. We are situated in the State-Thomas area of Uptown Dallas.
If you are trying to find an employment attorney to represent you in a legal conflict, please contact us.
Having practiced employment law for more than a years, Rob Wiley knows it can be tough to find a qualified work lawyer in Texas. Most of our customers have actually never needed to work with a legal representative before. We advise you ask these ten questions to find the best work lawyer for you:
What percentage of your practice is dedicated to employment law?The Law Office of Rob Wiley, P.C. dedicates practically all of our practice to employment law.
Do you usually represent employees or services? More than 99% of our customers are staff members. Our Dallas employment attorneys aggressively argue for implementing and expanding worker rights. Because we do not represent employers, we are not concerned with losing company clients by passionately fighting 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 accredited Rob Wiley as an Expert in Labor and Employment Law.
Does your law company have the necessary resources to handle my case? Yes. With 7 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 a number of lawyers that can assist with my case? We are a real law office that collaborates as a group.
What do other employment attorneys think of you? Rob Wiley, Dallas work lawyer, 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 named a Texas Super Lawyer by Thompson Reuters every year given that 2014, named 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 globally.
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 in person for the preliminary assessment? Yes. We highly promote for in person meetings. Most employment cases are complex. Our Dallas employment lawyers wish to meet you personally to have a meaningful discussion about your case.
Will I fulfill a real lawyer for my initial assessment? Yes. Unlike numerous law practice, we do not use paralegals or non-lawyer staff for initial assessments.
Do you charge a preliminary consultation cost? If not, why not? Yes, we charge an assessment cost. By charging a speak with cost, we dramatically lower the variety of preliminary consultations. This enables us to have a lawyer present at every initial assessment. It also guarantees that the customers we see are severe about their case. We think that most credible employment lawyers charge for an initial assessment. In our opinion, employment lawyers who do not charge for a preliminary speak with are generally not really excellent.
The Law Office of Rob Wiley, P.C. represents staff members in a range of disagreements with their employers. Much 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 the majority of our cases are private cases, we also represent workers in class or cumulative 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 very important to work with a lawyer before suing with any government firm such as the Equal Job Opportunity Commission (EEOC). We routinely represent employees 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, employment a hostile work environment happens when an employee experiences severe or prevalent harassment. For instance, a manager who sexually bugs a subordinate can develop an illegal hostile work environment. Similarly, use of the “n-word,” taunting a disabled employee, or demeaning a staff member’s religious beliefs might create a hostile work environment.
It is unlawful for a company to strike back versus a worker for working out office rights. This can include retaliation for employment grumbling about discrimination, harassment, work environment safety, unsettled overtime, or union arranging. Retaliatory acts consist of termination, failure to promote, or pay cuts. Retaliation can also consist of harassment or bullying designed to dissuade other staff members from making grievances or acting against the company. Employees who understand monetary or federal government fraud may have special whistleblower defenses. Our law workplace represents whistleblowers in proceedings before the SEC, FINRA, and OSHA. We likewise represent whistleblowers in federal court actions concerning grant scams, Medicare/Medicaid fraud, and defense contracting fraud.
Every year employers in the United States underpay their staff members by billions of dollars. Most American workers are eligible to be paid (1) minimum wage which is currently $7.25 per hour, and (2) overtimes earnings of one-and-one-half times their regular hourly rate. Working off the clock, consisting of over lunch or employment after hours, is often illegal. Only specific high-level supervisors, administrators, and specialists might be paid a salary in lieu of overtime. The exceptions are rare.
While numerous workers are considered tipped staff members and are paid $2.13 per hour, overall payment must be at least $7.25 per hour, including tips. Additionally, employers need to pay tipped workers $5.12 rather of $2.13 or $3.20 when working overtime. It is illegal for a dining establishment to need tipped workers to pay breakage charges, employment strolled tabs, or share pointers with kitchen personnel, janitors, employment or management.
Employees who certify for family and medical leave are entitled to as much as twelve weeks of leave. Leave can be for the care of a partner, moms and dad, employment or kid. Employees can likewise take personal medical leave for their own serious 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 departing, a worker must be returned to the very same or an equivalent position.
Under the Americans with Disabilities Act (“ADA”) an employer should provide a disabled employee with affordable accommodations. if it would permit the worker to carry out the important functions of the job. Reasonable lodgings could consist of, employment customizing work schedules, short term leave, working from home, or changing job duties.
The deadline to file an employment claim can be incredibly short. If you are experiencing issues in your work environment or have actually been fired, call our office instantly.