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Founded Date July 1, 1908
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Company Description
Dallas Employment Lawyers
Rob Wiley, P.C. is a Dallas law office representing workers in claims against companies. Typical cases consist of employment discrimination, retaliation, unpaid or mispaid wages, and failure to provide advantages like medical leave or affordable accommodation. We have actually been representing employees considering that 2000 and have actually helped thousands of Dallas employees.
Our office is staffed by 6 attorneys focused solely on work law. We office out of a restored Victorian mansion originally built in 1910. We are situated in the State-Thomas location of Uptown Dallas.
If you are looking for an employment legal representative to represent you in a legal dispute, please call us.
Having practiced employment law for more than a years, job Rob Wiley knows it can be hard to find a certified work attorney in Texas. Most of our customers have never had to hire an attorney before. We advise you ask these ten questions to discover the finest work lawyer for you:
What portion of your practice is committed to work law?The Law Office of Rob Wiley, P.C. commits practically all of our practice to employment law.
Do you typically represent employees or businesses? More than 99% of our customers are staff members. Our Dallas work attorneys strongly argue for implementing and broadening worker rights. Because we do not represent companies, we are not worried with losing business customers by passionately defending workers.
Are you a Texas attorney who is Board Certified in Labor job 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 job and Employment Law.
Does your law practice have the essential 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 professional or does your company worker numerous attorneys that can help with my case? We are a genuine law practice that collaborates as a team.
What do other employment attorneys think of you? Rob Wiley, Dallas work lawyer, job has an excellent credibility. 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 actually been named a Texas Super Lawyer by Thompson Reuters every year since 2014, named a Super Lawyers Rising Star from 2012-2013, and has actually been invited to speak at various lawyer training conferences across the United States and internationally.
Have you ever been reprimanded or job disciplined by a bar association? No. You can confirm attorney disciplinary history at www.texasbar.com.
Will you consult with me in person for the initial assessment? Yes. We strongly promote for in person conferences. Most employment cases are complicated. Our Dallas work legal representatives desire to meet you personally to have a meaningful conversation about your case.
Will I satisfy an actual lawyer for my preliminary assessment? Yes. Unlike numerous law practice, we do not use paralegals or non-lawyer staff for preliminary assessments.
Do you charge a preliminary consultation cost? If not, job why not? Yes, we charge a consultation charge. By charging a consult charge, we dramatically decrease the variety of initial assessments. This enables us to have a lawyer present at every initial consultation. It also guarantees that the clients we see are serious about their case. We think that most reputable work lawyers charge for an initial assessment. In our opinion, work attorneys who do not charge for an initial consult are generally not excellent.
The Law Office of Rob Wiley, P.C. represents staff members in a variety of conflicts with their employers. Much 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 many of our cases are specific cases, we also represent workers in class or cumulative actions and complicated lawsuits.
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 employ a lawyer before suing with any government company such as the Equal Job Opportunity Commission (EEOC). We frequently represent staff members before government agencies and in court.
It is unlawful for a company to permit a hostile workplace under a number of state and federal laws. Generally, a hostile work environment happens when a staff member experiences extreme or pervasive harassment. For instance, a manager who sexually harasses a subordinate can produce an unlawful hostile work environment. Similarly, use of the “n-word,” taunting a disabled worker, or demeaning an employee’s faiths might create a hostile work environment.
It is unlawful for a company to retaliate versus an employee for exercising workplace rights. This can consist of retaliation for complaining about discrimination, harassment, workplace safety, overdue overtime, or union organizing. Retaliatory acts consist of termination, failure to promote, or pay cuts. Retaliation can likewise include harassment or bullying designed to deter other employees from making complaints or taking action against the employer. Employees who are mindful of monetary or federal government fraud may have special whistleblower securities. Our law office 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 scams.
Every year employers in the United States underpay their staff members by billions of dollars. Most American employees are eligible to be paid (1) minimum wage which is presently $7.25 per hour, and (2) overtimes salaries of one-and-one-half times their regular per hour rate. Sweating off the clock, consisting of over lunch or after hours, is often unlawful. Only certain top-level managers, administrators, and specialists may be paid a wage in lieu of overtime. The exceptions are scarce.
While numerous employees are thought about tipped workers and are paid $2.13 per hour, total payment must be at least $7.25 per hour, consisting of pointers. Additionally, companies need to pay tipped workers $5.12 rather of $2.13 or $3.20 when working overtime. It is prohibited for a restaurant to need tipped employees to pay damage fees, strolled tabs, or share pointers with cooking area personnel, janitors, or management.
Employees who get approved for family and medical leave are entitled to approximately twelve weeks of leave. Leave can be for the care of a spouse, parent, or child. Employees can also take personal medical leave for their own serious medical condition. Importantly, leave can be taken in blocks or on a periodic, as required basis. Employers can not retaliate versus staff members who are looking for leave, have actually departed, or are returning from leave. After departing, an employee needs to be gone back to the same or an equivalent position.
Under the Americans with Disabilities Act (“ADA”) a company need to supply a handicapped worker with affordable lodgings. if it would allow the worker to carry out the important functions of the task. Reasonable accommodations could consist of, customizing work schedules, brief term leave, working from home, or changing job responsibilities.
The deadline to file a work claim can be incredibly brief. If you are experiencing issues in your workplace or have been fired, our office immediately.