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About Us
Dallas Employment Lawyers
Rob Wiley, P.C. is a Dallas law firm representing workers in claims versus companies. Typical cases include work discrimination, retaliation, unsettled or mispaid earnings, and failure to supply benefits like medical leave or sensible lodging. We have actually been representing workers given that 2000 and have helped thousands of Dallas employees.
Our office is staffed by six lawyers focused solely on employment law. We office out of a brought back Victorian estate initially built in 1910. We lie in the State-Thomas area of Uptown Dallas.
If you are looking for a work attorney to represent you in a legal dispute, please contact us.
Having practiced work law for more than a decade, Rob Wiley knows it can be challenging to find a qualified work lawyer in Texas. The majority of our clients have actually never needed to hire a lawyer before. We recommend you ask these ten concerns to discover the best work lawyer for you:
What portion of your practice is devoted to employment law?The Law Office of Rob Wiley, P.C. commits practically all of our practice to work law.
Do you normally represent workers or services? More than 99% of our clients are employees. Our Dallas work attorneys strongly argue for enforcing and broadening worker rights. Because we do not represent companies, we are not interested in losing organization clients by passionately defending 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 accredited Rob Wiley as an Expert in Labor and Employment Law.
Does your law practice have the required resources to manage my case? Yes. With seven devoted full-time attorneys in Dallas, we have the resources to handle most cases.
Are you a solo specialist or does your company worker numerous lawyers that can help with my case? We are a genuine law company that interacts as a group.
What do other employment legal representatives think about you? Rob Wiley, Dallas work lawyer, has an exceptional track record. Mr. Wiley is an elected 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 given that 2014, named a Super Lawyers Rising Star from 2012-2013, and has been welcomed to speak at different lawyer training conferences throughout the United States and internationally.
Have you ever been reprimanded or disciplined by a bar association? No. You can validate lawyer disciplinary history at www.texasbar.com.
Will you meet me face-to-face for the initial consultation? Yes. We strongly promote for in person meetings. Most employment cases are intricate. Our Dallas employment legal representatives wish to meet you personally to have a significant conversation about your case.
Will I satisfy a real attorney for my initial assessment? Yes. Unlike lots of law practice, we do not use paralegals or non-lawyer staff for initial consultations.
Do you charge a preliminary consultation fee? If not, why not? Yes, we charge an assessment fee. By charging a seek advice from charge, we considerably decrease the variety of preliminary assessments. This allows us to have a lawyer present at every preliminary consultation. It also makes sure that the clients we see are major about their case. We think that most reliable employment attorneys charge for a preliminary consultation. In our viewpoint, work attorneys who do not charge for an initial seek advice from are usually not really great.
The Law Office of Rob Wiley, P.C. represents staff members in a variety of disputes with their employers. A lot of our cases are before state and federal companies 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 employees in class or cumulative actions and complex 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 essential to hire a lawyer before suing with any government firm such as the Equal Employment Opportunity Commission (EEOC). We frequently represent employees before government companies and in court.
It is illegal for a company to permit a hostile work environment under numerous state and federal laws. Generally, a hostile workplace occurs when a staff member experiences severe or pervasive harassment. For instance, a manager who sexually pesters a subordinate can develop an unlawful hostile work environment. Similarly, usage of the « n-word, » ridiculing a disabled employee, or demeaning an employee’s religions could create a hostile workplace.
It is unlawful for a company to retaliate against a staff member for exercising workplace rights. This can consist of retaliation for grumbling about discrimination, harassment, office safety, overdue overtime, or union organizing. Retaliatory acts include termination, failure to promote, or pay cuts. Retaliation can also include harassment or bullying created to discourage other staff members from making problems or acting against the company. Employees who know financial or government scams might have special . 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 employees are eligible to be paid (1) base pay which is presently $7.25 per hour, and referall.us (2) overtimes salaries of one-and-one-half times their regular hourly rate. Working off the clock, including over lunch or after hours, is usually illegal. Only certain top-level supervisors, administrators, and specialists might be paid a salary in lieu of overtime. The exceptions are few and far in between.
While numerous employees are considered tipped employees and are paid $2.13 per hour, total compensation should be at least $7.25 per hour, including tips. Additionally, companies should pay tipped workers $5.12 instead of $2.13 or somalibidders.com $3.20 when working overtime. It is illegal for a dining establishment to require tipped employees to pay breakage costs, strolled tabs, or share tips with cooking area staff, janitors, or management.
Employees who get approved for household and medical leave are entitled to as much as 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 major medical condition. Importantly, leave can be taken in blocks or on an intermittent, as required basis. Employers can not strike back against employees who are looking for leave, have actually taken leave, 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 need to provide a disabled staff member with affordable lodgings. if it would permit the employee to carry out the essential functions of the task. Reasonable lodgings might include, modifying work schedules, short-term leave, working from home, or changing job duties.
The deadline to file a work claim can be incredibly brief. If you are experiencing problems in your office or have been fired, contact our workplace instantly.