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Founded Date August 19, 1974
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Company Description
Dallas Employment Lawyers
Rob Wiley, P.C. is a Dallas law company representing employees in claims against companies. Typical cases include work discrimination, retaliation, overdue or mispaid incomes, and failure to offer advantages like medical leave or sensible lodging. We have been representing staff members since 2000 and have helped thousands of Dallas employees.
Our office is staffed by six attorneys focused solely on work law. We office out of a brought back Victorian estate originally integrated in 1910. We are situated in the State-Thomas location of Uptown Dallas.
If you are trying to find a work legal representative to represent you in a legal disagreement, please call us.
Having practiced employment law for more than a decade, Rob Wiley knows it can be tough to discover a certified work legal representative in Texas. The majority of our clients have never had to employ an attorney before. We suggest you ask these ten concerns to discover the finest employment legal representative for you:
What percentage of your practice is dedicated 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 organizations? More than 99% of our customers are workers. Our Dallas employment lawyers aggressively argue for implementing and broadening worker rights. Because we do not represent companies, we are not interested in losing business customers by passionately battling for 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 Specialist in Labor and Employment Law.
Does your law practice have the necessary resources to handle my case? Yes. With seven dedicated full-time lawyers in Dallas, we have the resources to handle most cases.
Are you a solo specialist or does your company staff member numerous lawyers that can help with my case? We are a genuine law practice that collaborates as a team.
What do other employment legal representatives think of you? Rob Wiley, Dallas employment lawyer, has an exceptional track record. Mr. Wiley is a chosen member of the Dallas Bar Association’s Employment Law Council, is the previous president of the Dallas-Fort Worth Employment Lawyers Association, has 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 actually been welcomed to speak at different lawyer training conferences across the United States and worldwide.
Have you ever been reprimanded or disciplined by a bar association? No. You can verify lawyer disciplinary history at www.texasbar.com.
Will you consult with me in person for the preliminary consultation? Yes. We highly advocate for face-to-face conferences. Most work cases are complex. Our Dallas employment attorneys want to fulfill with you in person to have a meaningful conversation about your case.
Will I meet an actual lawyer for my initial consultation? Yes. Unlike many law practice, we do not utilize paralegals or non-lawyer personnel for preliminary consultations.
Do you charge an initial assessment cost? If not, why not? Yes, we charge a consultation charge. By charging a seek advice from charge, we considerably lower the number of initial consultations. This allows us to have an attorney present at every preliminary assessment. It likewise ensures that the clients we see are serious about their case. We believe that the majority of reputable employment attorneys charge for an initial consultation. In our opinion, work attorneys who do not charge for an initial speak with are generally not great.
The Law Office of Rob Wiley, P.C. represents workers in a variety of disagreements with their employers. A lot of our cases are before state and federal agencies 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 likewise represent employees in class or cumulative actions and complex lawsuits.
Discrimination is restricted under Title VII of the Civil Rights 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 work with a lawyer before suing with any government company such as the Equal Job Opportunity Commission (EEOC). We frequently represent staff members before federal government companies and in court.
It is unlawful for an employer to permit a hostile workplace under a number of state and federal laws. Generally, a hostile work environment occurs when a staff member experiences extreme or pervasive harassment. For example, a manager who sexually pesters a subordinate can produce an unlawful hostile workplace. Similarly, usage of the “n-word,” teasing a handicapped employee, or demeaning a staff member’s faiths could produce a hostile workplace.
It is unlawful for a company to retaliate against a worker for working out work environment rights. This can include retaliation for 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 likewise include harassment or bullying created to discourage other employees from making grievances or referall.us acting against the employer. Employees who are conscious of financial or federal government scams may have special whistleblower defenses. Our law workplace represents whistleblowers in procedures before the SEC, FINRA, and OSHA. We likewise represent whistleblowers in federal court actions worrying grant scams, Medicare/Medicaid scams, and defense contracting scams.
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 salaries of times their regular hourly rate. Sweating off the clock, consisting of over lunch or after hours, is usually unlawful. Only particular high-level managers, administrators, and specialists might be paid a salary in lieu of overtime. The exceptions are couple of and far between.
While many workers are thought about tipped workers and are paid $2.13 per hour, overall compensation needs to be at least $7.25 per hour, consisting of pointers. Additionally, employers should pay tipped staff members $5.12 rather of $2.13 or $3.20 when working overtime. It is prohibited for a restaurant to need tipped staff members to pay damage costs, strolled tabs, or share suggestions with kitchen area staff, janitors, or management.
Employees who certify for family and medical leave are entitled to up to twelve weeks of leave. Leave can be for the care of a spouse, moms and dad, or kid. Employees can likewise take individual medical leave for their own major medical condition. Importantly, leave can be taken in blocks or on a periodic, as required basis. Employers can not strike back against workers who are seeking leave, have departed, or are returning from leave. After departing, a worker should be returned to the very same or a comparable position.
Under the Americans with Disabilities Act (“ADA”) a company need to offer a handicapped worker with sensible accommodations. if it would permit the staff member to carry out the necessary functions of the task. Reasonable lodgings could consist of, modifying work schedules, short term leave, working from home, or changing job duties.
The deadline to submit a work claim can be incredibly short. If you are experiencing issues in your work environment or have actually been fired, contact our workplace instantly.