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Founded Date July 17, 1936
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Company Description
Dallas Employment Lawyers
Rob Wiley, P.C. is a Dallas law firm representing workers in lawsuits versus employers. Typical cases include employment discrimination, retaliation, unpaid or mispaid salaries, and failure to supply benefits like medical leave or sensible lodging. We have actually been representing staff members since 2000 and have helped countless Dallas employees.
Our workplace is staffed by 6 attorneys focused entirely on employment law. We office out of a restored Victorian mansion initially built in 1910. We lie in the State-Thomas area of Uptown Dallas.
If you are trying to find an employment attorney to represent you in a legal conflict, please call us.
Having practiced work law for more than a decade, Rob Wiley understands it can be hard to find a qualified employment attorney in Texas. The majority of our customers have actually never ever needed to work with a lawyer before. We advise you ask these 10 concerns to find the best employment attorney for you:
What percentage of your practice is committed to work law?The Law Office of Rob Wiley, P.C. dedicates practically all of our practice to work law.
Do you generally represent employees or companies? More than 99% of our clients are workers. Our Dallas work attorneys aggressively argue for enforcing and broadening worker rights. Because we do not represent employers, we are not worried with losing service clients by passionately defending 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 Professional in Labor and Employment Law.
Does your law practice have the needed 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 practitioner or does your firm staff member several attorneys that can assist with my case? We are a genuine law office that works together as a team.
What do other employment lawyers think of you? Rob Wiley, Dallas work lawyer, has an outstanding reputation. Mr. Wiley is an elected member of the Dallas Bar Association’s Employment Law Council, is the past president of the Dallas-Fort Worth Employment Lawyers Association, has been named a Texas Super Lawyer by Thompson Reuters every year given that 2014, called a Super Lawyers Rising Star from 2012-2013, and has been welcomed to speak at numerous attorney training conferences across the United States and globally.
Have you ever been reprimanded or disciplined by a bar association? No. You can confirm lawyer disciplinary history at www.texasbar.com.
Will you satisfy with me face-to-face for the initial consultation? Yes. We highly advocate for face-to-face meetings. Most work cases are complicated. Our Dallas work lawyers want to consult with you in person to have a significant conversation about your case.
Will I meet an actual lawyer for my initial assessment? Yes. Unlike lots of law office, we do not use paralegals or non-lawyer staff for preliminary assessments.
Do you charge a preliminary assessment fee? If not, why not? Yes, we charge an assessment fee. By charging a speak with cost, we dramatically decrease the variety of preliminary consultations. 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. Our company believe that many credible work attorneys charge for a preliminary consultation. In our opinion, employment attorneys who do not charge for an initial seek advice from are generally not really great.
The Law Office of Rob Wiley, P.C. represents workers in a range of disagreements with their employers. A number of our cases are before state and federal firms 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 also 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 important to hire an attorney before suing with any government agency such as the Equal Employment Opportunity Commission (EEOC). We routinely represent employees before government companies and in court.
It is prohibited for a company to permit a hostile work environment under several state and federal laws. Generally, a hostile work environment takes place when an employee experiences severe or prevalent harassment. For example, a supervisor who sexually bothers a subordinate can produce an unlawful hostile work environment. Similarly, usage of the “n-word,” teasing a handicapped staff member, or demeaning an employee’s religions could create a hostile workplace.
It is illegal for an employer to strike back against an employee for working out office rights. This can consist of retaliation for grumbling about discrimination, harassment, workplace safety, overdue overtime, or union organizing. Retaliatory acts include termination, failure to promote, or pay cuts. Retaliation can also consist of harassment or bullying designed to discourage other employees from making grievances or acting versus the company. Employees who are mindful of monetary or government fraud may have special whistleblower securities. Our law workplace represents whistleblowers in procedures before the SEC, FINRA, and OSHA. We also represent whistleblowers in federal court actions worrying grant scams, Medicare/Medicaid fraud, and defense contracting scams.
Every year companies in the United States underpay their staff members by billions of dollars. Most American employees are qualified to be paid (1) base pay which is presently $7.25 per hour, and (2) overtimes salaries of one-and-one-half times their regular per hour rate. Sweating off the clock, including over lunch or after hours, is generally unlawful. Only specific top-level managers, administrators, and experts might be paid a wage in lieu of overtime. The exceptions are scarce.
While numerous workers are thought about tipped staff members and are paid $2.13 per hour, overall compensation should be at least $7.25 per hour, consisting of suggestions. Additionally, companies must pay tipped staff members $5.12 instead of $2.13 or $3.20 when working overtime. It is unlawful for a restaurant to require tipped staff members to pay damage fees, strolled tabs, or share tips with kitchen area staff, janitors, or management.
Employees who receive family and medical leave are entitled to as much as twelve weeks of leave. Leave can be for the care of a spouse, moms and dad, or kid. Employees can also take personal medical leave for their own major medical . Importantly, leave can be taken in blocks or on an intermittent, as needed basis. Employers can not retaliate versus employees who are seeking leave, have taken leave, or are returning from leave. After taking leave, a worker must be returned to the very same or a comparable position.
Under the Americans with Disabilities Act (“ADA”) a company should offer a disabled staff member with affordable accommodations. if it would allow the worker to carry out the important functions of the task. Reasonable accommodations could include, referall.us modifying work schedules, short-term leave, working from home, or changing job responsibilities.
The deadline to file a work claim can be extremely brief. If you are experiencing problems in your workplace or have been fired, contact our office right away.