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Company Description

Dallas Employment Lawyers

Rob Wiley, P.C. is a Dallas law practice representing workers in lawsuits against companies. Typical cases consist of employment discrimination, retaliation, unsettled or mispaid earnings, and failure to offer advantages like medical leave or reasonable accommodation. We have been representing staff members since 2000 and have assisted thousands of Dallas workers.

Our office is staffed by six attorneys focused entirely on employment law. We workplace out of a restored Victorian estate initially integrated in 1910. We are situated in the State-Thomas location of Uptown Dallas.

If you are searching for 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 challenging to discover a qualified work attorney in Texas. Most of our customers have actually never ever needed to hire a lawyer before. We advise you ask these 10 concerns to discover the very best employment legal representative for you:

What portion of your practice is committed to employment law?The Law Office of Rob Wiley, P.C. dedicates almost all of our practice to employment law.

Do you normally represent employees or organizations? More than 99% of our customers are workers. Our Dallas employment attorneys aggressively argue for imposing and expanding worker rights. Because we do not represent employers, we are not concerned with losing company clients by passionately combating for 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 licensed Rob Wiley as a Specialist in Labor and Employment Law.

Does your law practice have the essential resources to handle my case? Yes. With 7 devoted full-time attorneys in Dallas, we have the resources to handle most cases.

Are you a solo professional or does your company worker a number of lawyers that can assist with my case? We are a real law practice that works together as a group.

What do other work attorneys consider you? Rob Wiley, Dallas employment attorney, has an excellent reputation. 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 since 2014, called a Super Lawyers Rising Star from 2012-2013, and has been invited to speak at different legal representative 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 fulfill with me face-to-face for the preliminary consultation? Yes. We strongly advocate for face-to-face meetings. Most employment cases are complex. Our Dallas employment attorneys wish to consult with you in individual to have a significant conversation about your case.

Will I fulfill a real lawyer for my initial consultation? Yes. Unlike numerous law practice, we do not use paralegals or non-lawyer staff for preliminary assessments.

Do you charge a preliminary consultation fee? If not, why not? Yes, we charge an assessment cost. By charging a seek advice from cost, we drastically minimize the variety of initial assessments. This allows us to have a lawyer present at every preliminary assessment. It also ensures that the customers 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 legal representatives who do not charge for an initial consult are usually not excellent.

The Law Office of Rob Wiley, P.C. represents staff members in a range of disputes with their companies. 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 submitted in state or federal court. Although most of our cases are individual cases, we likewise represent employees in class or collective actions and intricate lawsuits.

Discrimination is forbidden 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 very important to work with a lawyer before suing with any federal government firm such as the Equal Job Opportunity Commission (EEOC). We regularly represent staff members before government companies and in court.

It is unlawful for a company to allow a hostile workplace under numerous state and federal laws. Generally, a hostile workplace takes place when an employee experiences extreme or pervasive harassment. For instance, a supervisor who sexually harasses a subordinate can produce an unlawful hostile work environment. Similarly, usage of the “n-word,” ridiculing a disabled worker, or demeaning an employee’s religious beliefs could create a hostile work environment.

It is unlawful for a company to retaliate versus an employee for working out work environment rights. This can consist of retaliation for grumbling about discrimination, harassment, office security, unpaid overtime, or union arranging. Retaliatory acts include termination, failure to promote, or pay cuts. Retaliation can also include harassment or bullying developed to deter other workers from making grievances or taking action versus the employer. Employees who understand monetary or federal government scams might have special whistleblower protections. Our law workplace represents whistleblowers in proceedings before the SEC, FINRA, and OSHA. We likewise 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 employees by billions of dollars. Most American workers are eligible to be paid (1) minimum wage which is currently $7.25 per hour, and (2) overtimes incomes of one-and-one-half times their regular per hour rate. Sweating off the clock, consisting of over lunch or after hours, is generally prohibited. Only specific high-level managers, administrators, and experts might be paid a salary in lieu of overtime. The exceptions are rare.

While numerous staff members are considered tipped employees and are paid $2.13 per hour, total needs to be at least $7.25 per hour, consisting of pointers. Additionally, companies need to pay tipped workers $5.12 instead of $2.13 or $3.20 when working overtime. It is unlawful for a restaurant to require tipped employees to pay breakage fees, strolled tabs, or share pointers with kitchen staff, janitors, or management.

Employees who receive 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 severe medical condition. Importantly, leave can be taken in blocks or on a periodic, as required basis. Employers can not retaliate against workers who are looking for leave, have actually taken leave, or are returning from leave. After departing, a worker needs to be gone back to the very same or a comparable position.

Under the Americans with Disabilities Act (“ADA”) a company must offer a disabled employee with reasonable lodgings. if it would enable the worker to perform the necessary functions of the task. Reasonable lodgings might consist of, customizing work schedules, brief term leave, working from home, referall.us or changing task duties.

The due date to file a work claim can be exceptionally short. If you are experiencing problems in your workplace or have actually been fired, contact our workplace immediately.

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