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Overview
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Founded Date February 20, 2016
Company Description
Dallas Employment Lawyers
Rob Wiley, P.C. is a Dallas law practice representing workers in claims against companies. Typical cases consist of employment discrimination, retaliation, overdue or mispaid earnings, and failure to offer advantages like medical leave or sensible accommodation. We have actually been representing employees given that 2000 and have actually assisted countless Dallas employees.
Our workplace is staffed by six lawyers focused solely on work law. We office out of a restored Victorian estate originally integrated in 1910. We are located in the State-Thomas location of Uptown Dallas.
If you are searching for an employment legal representative 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 challenging to discover a certified work lawyer in Texas. The majority of our customers have actually never had to employ a legal representative before. We recommend you ask these ten concerns to discover the very best work attorney for you:
What portion of your practice is dedicated to employment law?The Law Office of Rob Wiley, P.C. devotes nearly all of our practice to work law.
Do you usually represent workers or services? More than 99% of our clients are staff members. Our Dallas employment attorneys strongly argue for implementing and job expanding employee rights. Because we do not represent employers, we are not interested in losing organization customers by passionately combating for workers.
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 certified Rob Wiley as a Professional in Labor and Employment Law.
Does your law company have the needed resources to manage my case? Yes. With 7 dedicated full-time lawyers in Dallas, we have the resources to handle most cases.
Are you a solo professional or does your firm employee a number of lawyers that can help with my case? We are a genuine law office that works together as a group.
What do other employment attorneys believe about you? Rob Wiley, Dallas employment lawyer, has an excellent 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 because 2014, called a Super Lawyers Rising Star from 2012-2013, and has actually been invited to speak at various legal representative training conferences throughout the United States and internationally.
Have you ever been reprimanded or disciplined by a bar association? No. You can verify attorney disciplinary history at www.texasbar.com.
Will you meet me in person for the preliminary consultation? Yes. We highly advocate for face-to-face meetings. Most employment cases are intricate. Our Dallas employment attorneys wish to satisfy with you face to face to have a meaningful conversation about your case.
Will I meet an actual lawyer for my initial consultation? Yes. Unlike many law office, we do not use paralegals or non-lawyer personnel for initial assessments.
Do you charge a preliminary assessment cost? If not, why not? Yes, we charge an assessment cost. By charging a seek advice from fee, we drastically decrease the number of preliminary assessments. This allows us to have a lawyer present at every initial assessment. It likewise guarantees that the customers we see are severe about their case. We believe that many reputable employment attorneys charge for a preliminary assessment. In our viewpoint, work legal representatives who do not charge for an initial speak with are usually not great.
The Law Office of Rob Wiley, P.C. represents workers in a variety of disputes with their employers. Many of our cases are before state and federal agencies like the EEOC, the Department of Labor, or the Texas Workforce Commission. Other cases are filed in state or federal court. Although many of our cases are individual cases, we likewise represent employees in class or collective actions and complex lawsuits.
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 necessary to employ an attorney before suing with any government firm such as the Equal Job Opportunity Commission (EEOC). We routinely represent staff members before federal government companies and in court.
It is illegal for a company to allow a hostile workplace under several state and federal laws. Generally, a hostile workplace occurs when a worker experiences serious or prevalent harassment. For example, a supervisor who sexually pesters a subordinate can create an illegal hostile workplace. Similarly, use of the “n-word,” ridiculing a disabled staff member, or demeaning a staff member’s faiths might create a hostile work environment.
It is illegal for a company to strike back versus a worker for working out workplace rights. This can include retaliation for complaining about discrimination, harassment, office safety, unsettled overtime, or union organizing. Retaliatory acts include termination, failure to promote, or pay cuts. Retaliation can likewise consist of harassment or bullying developed to discourage other workers from making complaints or job taking action versus the company. Employees who understand monetary or federal government scams might have unique whistleblower defenses. Our law workplace represents whistleblowers in procedures before the SEC, FINRA, and OSHA. We also represent whistleblowers in federal court actions worrying 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 qualified to be paid (1) minimum wage which is presently $7.25 per hour, and (2) overtimes incomes of one-and-one-half times their regular per hour rate. Working off the clock, consisting of over lunch or after hours, is usually illegal. Only particular top-level managers, job administrators, and specialists may be paid a salary in lieu of overtime. The exceptions are couple of and far in between.
While numerous employees are considered tipped staff members and job are paid $2.13 per hour, total settlement must be at least $7.25 per hour, including suggestions. Additionally, companies need to pay tipped staff members $5.12 rather of $2.13 or $3.20 when working overtime. It is illegal for a restaurant to need tipped staff members to pay breakage fees, strolled tabs, job or share ideas with cooking area personnel, janitors, or management.
Employees who qualify for household and medical leave are entitled to as much as twelve weeks of leave. Leave can be for the care of a partner, moms and dad, or child. Employees can also take individual medical leave for their own major medical condition. Importantly, leave can be taken in blocks or on an intermittent, as needed basis. Employers can not strike back versus employees who are looking for job leave, have actually departed, or are returning from leave. After taking leave, a worker needs to be returned to the exact same or an equivalent position.
Under the with Disabilities Act (“ADA”) an employer should offer a handicapped staff member with affordable accommodations. if it would enable the staff member to carry out the necessary functions of the job. Reasonable accommodations might consist of, job modifying work schedules, short-term leave, working from home, or adjusting task duties.
The deadline to file a work claim can be exceptionally short. If you are experiencing problems in your work environment or have actually been fired, call our office right away.