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Founded Date March 19, 1981
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Company Description
Dallas Employment Lawyers
Rob Wiley, P.C. is a Dallas law office representing workers in suits against companies. Typical cases consist of work discrimination, retaliation, unsettled or mispaid salaries, and failure to supply advantages like medical leave or affordable lodging. We have actually been representing workers because 2000 and have actually helped countless Dallas employees.
Our office is staffed by six lawyers focused exclusively on work law. We office out of a brought back Victorian mansion originally integrated in 1910. We are located in the State-Thomas location of Uptown Dallas.
If you are trying to find a work attorney to represent you in a legal conflict, please call us.
Having practiced employment law for more than a decade, Rob Wiley understands it can be challenging to discover a certified work legal representative in Texas. The majority of our clients have actually never ever needed to employ a legal representative before. We recommend you ask these ten questions to find the very best employment legal representative for you:
What percentage of your practice is committed to employment law?The Law Office of Rob Wiley, P.C. devotes almost all of our practice to work law.
Do you typically represent employees or organizations? More than 99% of our clients are employees. Our Dallas work attorneys aggressively argue for implementing and expanding employee rights. Because we do not represent employers, we are not concerned with losing service customers by passionately battling for workers.
Are you a Texas attorney 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 office have the essential resources to manage 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 worker numerous lawyers that can help with my case? We are a company that interacts as a team.
What do other work attorneys think of you? Rob Wiley, Dallas work legal representative, has an outstanding 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 called a Texas Super Lawyer by Thompson Reuters every year because 2014, named a Super Lawyers Rising Star from 2012-2013, and has 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 confirm lawyer disciplinary history at www.texasbar.com.
Will you consult with me in person for the preliminary assessment? Yes. We highly advocate for face-to-face meetings. Most employment cases are intricate. Our Dallas employment legal representatives wish to consult with you personally to have a significant conversation about your case.
Will I fulfill a real attorney for my initial consultation? Yes. Unlike lots of law office, we do not utilize paralegals or job non-lawyer staff for initial assessments.
Do you charge an initial consultation fee? If not, why not? Yes, we charge an assessment fee. By charging a consult charge, we significantly reduce the variety of initial consultations. This allows us to have a lawyer present at every preliminary consultation. It likewise guarantees that the customers we see are major about their case. Our company believe that the majority of reputable work lawyers charge for a preliminary consultation. In our opinion, employment legal representatives who do not charge for a preliminary seek advice from are typically not great.
The Law Office of Rob Wiley, P.C. represents staff members in a range of disagreements with their employers. Much of our cases are before state and federal companies like the EEOC, the Department of Labor, or job the Texas Workforce Commission. Other cases are submitted in state or federal court. Although the majority of our cases are private cases, we likewise represent workers in class or collective actions and intricate litigation.
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 necessary to work with a lawyer before submitting a claim with any government firm such as the Equal Employment Opportunity Commission (EEOC). We routinely represent staff members before government firms and in court.
It is illegal for a company to allow a hostile work environment under several state and federal laws. Generally, a hostile work environment happens when a staff member experiences extreme or pervasive harassment. For instance, a supervisor who sexually pesters a subordinate can develop an unlawful hostile workplace. Similarly, use of the “n-word,” taunting a disabled employee, or demeaning an employee’s religious beliefs might develop a hostile workplace.
It is prohibited for an employer to retaliate against a staff member for working out workplace rights. This can include retaliation for complaining about discrimination, harassment, workplace security, unpaid overtime, or union arranging. Retaliatory acts consist of termination, failure to promote, or pay cuts. Retaliation can also include harassment or bullying developed to deter other employees from making grievances or taking action against the employer. Employees who are conscious of financial or federal government scams may have unique whistleblower defenses. Our law office represents whistleblowers in proceedings before the SEC, FINRA, and OSHA. We also 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 workers by billions of dollars. Most American employees are qualified to be paid (1) base pay which is currently $7.25 per hour, and (2) overtimes salaries of one-and-one-half times their routine per hour rate. Sweating off the clock, including over lunch or after hours, is generally illegal. Only particular high-level managers, administrators, and professionals might be paid a salary in lieu of overtime. The exceptions are rare.
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, including ideas. Additionally, companies need to 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 cooking area personnel, janitors, or management.
Employees who certify for household and medical leave are entitled to approximately twelve weeks of leave. Leave can be for job the care of a spouse, parent, or kid. Employees can likewise take personal medical leave for their own severe medical condition. Importantly, leave can be taken in blocks or on an intermittent, as required basis. Employers can not strike back against 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 same or a comparable position.
Under the Americans with Disabilities Act (“ADA”) a company should supply a disabled staff member with sensible accommodations. if it would enable the employee to perform the vital functions of the job. Reasonable accommodations could include, customizing work schedules, brief term leave, working from home, or adjusting job responsibilities.
The due date to submit an employment claim can be exceptionally short. If you are experiencing problems in your office or have actually been fired, contact our office instantly.