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Founded Date July 1, 2020
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Company Description
Dallas Employment Lawyers
Rob Wiley, P.C. is a Dallas law company representing workers in suits versus employers. Typical cases consist of employment discrimination, retaliation, unsettled or mispaid wages, and failure to offer benefits like or sensible accommodation. We have actually been representing employees since 2000 and have helped thousands of Dallas employees.
Our workplace is staffed by 6 attorneys focused entirely on work law. We workplace out of a brought back Victorian estate originally integrated in 1910. We lie in the State-Thomas location of Uptown Dallas.
If you are searching for an employment attorney to represent you in a legal dispute, please call us.
Having practiced employment law for more than a decade, Rob Wiley knows it can be challenging to find a qualified employment legal representative in Texas. Most of our customers have never needed to employ a legal representative before. We recommend you ask these ten concerns to discover the very best work attorney for you:
What portion of your practice is committed to employment law?The Law Office of Rob Wiley, P.C. dedicates practically all of our practice to employment law.
Do you generally represent employees or companies? More than 99% of our customers are staff members. Our Dallas work attorneys strongly argue for enforcing and expanding worker rights. Because we do not represent companies, we are not worried about losing company clients 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 actually certified Rob Wiley as a Professional in Labor and Employment Law.
Does your law practice have the required resources to handle my case? Yes. With seven dedicated full-time lawyers in Dallas, we have the resources to deal with most cases.
Are you a solo specialist or does your company worker a number of attorneys that can help with my case? We are a genuine law firm that collaborates as a team.
What do other employment attorneys think of you? Rob Wiley, Dallas work legal representative, has an exceptional credibility. 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 been named a Texas Super Lawyer by Thompson Reuters every year because 2014, called a Super Lawyers Rising Star from 2012-2013, and has actually been invited to speak at different attorney training conferences across the United States and internationally.
Have you ever been reprimanded or disciplined by a bar association? No. You can validate attorney disciplinary history at www.texasbar.com.
Will you meet with me in person for the initial consultation? Yes. We strongly advocate for in person conferences. Most employment cases are complex. Our Dallas work attorneys wish to meet with you face to face to have a significant discussion about your case.
Will I fulfill a real lawyer for my initial consultation? Yes. Unlike numerous law practice, we do not utilize paralegals or non-lawyer staff for preliminary consultations.
Do you charge an initial assessment charge? If not, why not? Yes, we charge an assessment cost. By charging a consult cost, we drastically decrease the variety of initial assessments. This allows us to have a lawyer present at every initial assessment. It also ensures that the clients we see are serious about their case. We think that most reputable employment lawyers charge for a preliminary consultation. In our opinion, employment legal representatives who do not charge for a preliminary speak with are usually not excellent.
The Law Office of Rob Wiley, P.C. represents workers in a range of disagreements with their employers. 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 the majority of our cases are individual cases, we also represent workers in class or cumulative actions and complicated litigation.
Discrimination is restricted 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 company such as the Equal Employment Opportunity Commission (EEOC). We frequently represent workers before government companies and in court.
It is unlawful for a company to allow a hostile work environment under several state and federal laws. Generally, a hostile workplace takes place when an employee experiences extreme or pervasive harassment. For example, a manager who sexually pesters a subordinate can develop an illegal hostile workplace. Similarly, use of the “n-word,” ridiculing a disabled staff member, or demeaning a worker’s spiritual beliefs might produce a hostile work environment.
It is unlawful for an employer to strike back versus an employee for exercising work environment rights. This can include retaliation for complaining about discrimination, harassment, workplace safety, unsettled overtime, or union arranging. Retaliatory acts include termination, failure to promote, or pay cuts. Retaliation can also include harassment or bullying designed to dissuade other workers from making grievances or taking action versus the company. Employees who are aware of monetary or referall.us government fraud may have unique whistleblower securities. Our law workplace represents whistleblowers in proceedings before the SEC, FINRA, and OSHA. We likewise represent whistleblowers in federal court actions concerning grant fraud, 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) base pay which is presently $7.25 per hour, and (2) overtimes incomes of one-and-one-half times their regular hourly rate. Working off the clock, consisting of over lunch or after hours, is usually unlawful. Only particular top-level supervisors, administrators, and specialists may be paid an income in lieu of overtime. The exceptions are couple of and far between.
While many staff members are considered tipped workers and are paid $2.13 per hour, overall compensation must be at least $7.25 per hour, consisting of ideas. Additionally, employers need to pay tipped employees $5.12 instead of $2.13 or $3.20 when working overtime. It is illegal for a restaurant to need tipped workers to pay damage charges, walked tabs, or share ideas with kitchen area staff, janitors, or 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 kid. Employees can also take personal medical leave for their own severe medical condition. Importantly, leave can be taken in blocks or on a periodic, as required basis. Employers can not strike back versus staff members who are seeking leave, have actually departed, or are returning from leave. After departing, an employee must be gone back to the exact same or a comparable position.
Under the Americans with Disabilities Act (“ADA”) an employer must offer a disabled worker with affordable lodgings. if it would allow the worker to carry out the vital functions of the job. Reasonable lodgings might include, modifying work schedules, short-term leave, working from home, or adjusting job responsibilities.
The deadline to file a work claim can be incredibly short. If you are experiencing issues in your work environment or have actually been fired, contact our workplace right away.