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About Us

Dallas Employment Lawyers

Rob Wiley, P.C. is a Dallas law office representing workers in suits versus employers. Typical cases consist of employment discrimination, retaliation, unpaid or mispaid earnings, and failure to offer benefits like medical leave or sensible accommodation. We have been representing workers considering that 2000 and have actually assisted countless Dallas workers.

Our workplace is staffed by 6 attorneys focused entirely on work law. We workplace out of a brought back Victorian estate originally built in 1910. We lie in the State-Thomas area of Uptown Dallas.

If you are searching for an employment attorney to represent you in a legal disagreement, please call us.

Having practiced work law for more than a years, Rob Wiley knows it can be tough to discover a certified work attorney in Texas. Most of our customers have never needed to employ a legal representative before. We suggest you ask these ten questions to discover the very best work lawyer for you:

What percentage of your practice is committed to employment law?The Law Office of Rob Wiley, P.C. devotes nearly all of our practice to employment law.

Do you usually represent employees or services? More than 99% of our clients are employees. Our Dallas employment attorneys strongly argue for enforcing and broadening employee rights. Because we do not represent employers, we are not worried about losing service customers by passionately fighting for staff members.

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 licensed Rob Wiley as a Specialist in Labor and Employment Law.

Does your law firm have the required resources to manage my case? Yes. With 7 devoted full-time attorneys in Dallas, we have the resources to handle most cases.

Are you a solo professional or does your company staff member several lawyers that can help with my case? We are a genuine law firm that interacts as a group.

What do other employment legal representatives believe about you? Rob Wiley, Dallas work attorney, has an exceptional track record. 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 welcomed to speak at various lawyer 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 face-to-face for the preliminary consultation? Yes. We highly promote for in person meetings. Most employment cases are intricate. Our Dallas employment legal representatives wish to meet with you face to face to have a significant discussion about your case.

Will I fulfill an actual attorney for my preliminary consultation? Yes. Unlike numerous law office, we do not use paralegals or non-lawyer staff for initial consultations.

Do you charge a preliminary assessment fee? If not, why not? Yes, we charge an assessment charge. By charging a seek advice from charge, we significantly decrease the variety of preliminary assessments. This enables us to have an attorney present at every preliminary assessment. It also makes sure that the customers we see are serious about their case. We think that a lot of trustworthy work lawyers charge for a preliminary consultation. In our viewpoint, work lawyers who do not charge for an initial seek advice from are generally not excellent.

The Law Office of Rob Wiley, P.C. represents staff members in a range of conflicts with their employers. Many of our cases are before state and federal firms like the EEOC, the Department of Labor, or the Texas Workforce Commission. Other cases are filed in state or federal court. Although the majority of our cases are specific cases, we also represent employees in class or cumulative actions and complex litigation.

Discrimination is forbidden under Title VII of the Civil Liberty Act of 1964, employment 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 essential to hire an attorney before suing with any federal government agency such as the Equal Job Opportunity Commission (EEOC). We routinely represent staff members before government agencies and in court.

It is prohibited for a company to permit a hostile workplace under numerous state and federal laws. Generally, a hostile work environment takes place when a worker experiences severe or pervasive harassment. For instance, a supervisor who sexually bugs a subordinate can produce an illegal hostile workplace. Similarly, usage of the « n-word, » teasing a handicapped employee, or demeaning a worker’s religions could create a hostile workplace.

It is prohibited for a company to strike back versus a staff member for exercising work environment rights. This can include retaliation for grumbling about discrimination, harassment, work environment safety, unpaid overtime, or union organizing. Retaliatory acts include termination, failure to promote, or pay cuts. Retaliation can also include harassment or bullying created to deter other workers from making problems or acting against the company. Employees who know monetary or federal government fraud might have unique whistleblower defenses. Our law office represents whistleblowers in procedures 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 companies in the United States underpay their employees 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 wages of one-and-one-half times their routine hourly rate. Sweating off the clock, including over lunch or after hours, is usually illegal. Only specific top-level managers, administrators, and specialists might be paid an income in lieu of overtime. The exceptions are scarce.

While numerous staff members are considered tipped workers and are paid $2.13 per hour, overall payment must be at least $7.25 per hour, consisting of pointers. Additionally, employment companies should pay tipped staff members $5.12 instead of $2.13 or $3.20 when working overtime. It is unlawful for a dining establishment to require tipped staff members to pay damage fees, walked tabs, or share tips with cooking area personnel, janitors, or management.

Employees who receive family and medical leave are entitled to as much as twelve weeks of leave. Leave can be for employment the care of a partner, moms and dad, or child. Employees can likewise take individual medical leave for their own major medical . Importantly, leave can be taken in blocks or on an intermittent, as required basis. Employers can not retaliate versus staff members who are looking for leave, have actually taken leave, or are returning from leave. After departing, a staff member should be returned to the exact same or a comparable position.

Under the Americans with Disabilities Act (« ADA ») a company must supply a disabled employee with affordable accommodations. if it would allow the employee to perform the important functions of the task. Reasonable lodgings could consist of, customizing work schedules, brief term leave, working from home, or changing task tasks.

The due date to submit a work claim can be extremely brief. If you are experiencing issues in your office or have been fired, contact our workplace immediately.

HANDS FARMERS
« Les Mains des Agriculteurs »
   À votre service…

Sasu Hands Farmers au capital sociale de 3000,00€

Siret : 949.4619.330.0010 Numéro TVA : FR17949461933 Rcs de Montauban France

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HANDS FARMERS
« Les Mains des Agriculteurs »

Nous écrire: handsfarmers@gmail.com

Sasu Hands Farmers au capital sociale de 3000,00€

Siret : 949.4619.330.0010 Numéro TVA : FR17949461933 Rcs de Montauban France

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