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Employer Description
Dallas Employment Lawyers
Rob Wiley, P.C. is a Dallas law firm representing employees in claims against employers. Typical cases include work discrimination, retaliation, unpaid or mispaid wages, and failure to offer benefits like medical leave or affordable lodging. We have been representing employees given that 2000 and have actually assisted countless Dallas workers.
Our office is staffed by six lawyers focused entirely on employment law. We workplace out of a brought back Victorian estate initially built in 1910. We are situated in the State-Thomas location of Uptown Dallas.
If you are looking for a work attorney to represent you in a legal conflict, please contact us.
Having practiced employment law for more than a years, Rob Wiley understands it can be hard to find a certified employment lawyer in Texas. Most of our customers have actually never ever had to work with an attorney before. We advise you ask these ten questions to discover the finest work attorney for you:
What percentage of your practice is dedicated to work law?The Law Office of Rob Wiley, P.C. devotes almost all of our practice to work law.
Do you generally represent workers or businesses? More than 99% of our customers are workers. Our Dallas employment lawyers aggressively argue for enforcing and expanding worker rights. Because we do not represent companies, we are not worried about losing organization clients by passionately combating 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 licensed Rob Wiley as a Specialist in Labor and Employment Law.
Does your law office have the essential resources to handle my case? Yes. With seven devoted full-time lawyers in Dallas, we have the resources to handle most cases.
Are you a solo professional or does your firm staff member several attorneys that can assist with my case? We are a genuine law firm that works together as a team.
What do other employment lawyers think of you? Rob Wiley, Dallas employment attorney, has an exceptional credibility. 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 considering that 2014, named a Super Lawyers Rising Star from 2012-2013, and has been welcomed to speak at various attorney training conferences throughout the United States and globally.
Have you ever been reprimanded or disciplined by a bar association? No. You can validate attorney disciplinary history at www.texasbar.com.
Will you satisfy with me in person for the initial consultation? Yes. We highly promote for in person conferences. Most work cases are complicated. Our Dallas work attorneys want to fulfill with you in person to have a significant conversation about your case.
Will I satisfy an actual lawyer for my preliminary assessment? Yes. Unlike lots of law companies, we do not use paralegals or 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 speak with charge, we significantly decrease the variety of preliminary assessments. This permits us to have a lawyer present at every initial consultation. It also guarantees that the customers we see are severe about their case. Our company believe that the majority of reliable work lawyers charge for a preliminary consultation. In our viewpoint, work lawyers who do not charge for a preliminary seek advice from are normally not excellent.
The Law Office of Rob Wiley, P.C. represents employees in a range of conflicts with their companies. Many 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 employment federal court. Although the majority of our cases are private cases, we likewise represent workers in class or collective actions and complex litigation.
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 essential to work with a lawyer before submitting a claim with any government firm such as the Equal Job Opportunity Commission (EEOC). We regularly represent workers before government agencies and in court.
It is illegal for an employer to allow a hostile work environment under numerous state and federal laws. Generally, a hostile workplace occurs when a worker experiences extreme or pervasive harassment. For example, a supervisor who sexually harasses a subordinate can develop an illegal hostile workplace. Similarly, usage of the « n-word, » ridiculing a handicapped worker, or demeaning an employee’s religions could develop a hostile workplace.
It is unlawful for an employer to strike back versus a worker for working out office rights. This can include retaliation for grumbling about discrimination, harassment, work environment safety, overdue overtime, or union organizing. Retaliatory acts consist of termination, failure to promote, employment or pay cuts. Retaliation can also consist of harassment or bullying developed to dissuade other workers from making problems or acting against the company. Employees who understand financial or federal government fraud may have unique whistleblower protections. Our law office represents whistleblowers in procedures before the SEC, FINRA, and OSHA. We also represent whistleblowers in federal court actions concerning grant fraud, 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) minimum wage which is presently $7.25 per hour, and (2) overtimes wages of one-and-one-half times their routine hourly rate. Working off the clock, including over lunch or after hours, is nearly always unlawful. Only specific top-level supervisors, administrators, and experts may be paid a salary in lieu of overtime. The exceptions are rare.
While numerous workers are thought about tipped and are paid $2.13 per hour, total payment must be at least $7.25 per hour, consisting of tips. Additionally, employers must pay tipped staff members $5.12 rather of $2.13 or $3.20 when working overtime. It is unlawful for a dining establishment to require tipped workers to pay breakage costs, walked tabs, employment or share pointers with cooking area staff, janitors, or management.
Employees who receive household and medical leave are entitled to approximately twelve weeks of leave. Leave can be for the care of a partner, moms and dad, employment or child. 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 needed basis. Employers can not retaliate versus employees who are looking for leave, have taken leave, or are returning from leave. After departing, a worker needs to be gone back to the exact same or an equivalent position.
Under the Americans with Disabilities Act (« ADA ») a company should supply a disabled staff member with sensible accommodations. if it would allow the worker to carry out the important functions of the job. Reasonable accommodations might include, customizing work schedules, short term leave, working from home, or adjusting job duties.
The due date to submit an employment claim can be exceptionally short. If you are experiencing problems in your office or have been fired, contact our workplace immediately.