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Company Description

Dallas Employment Lawyers

Rob Wiley, P.C. is a Dallas law office representing employees in claims against employers. Typical cases consist of work discrimination, retaliation, overdue or mispaid salaries, and failure to provide advantages like medical leave or sensible lodging. We have been representing staff members considering that 2000 and have actually assisted countless Dallas workers.

Our office is staffed by six attorneys focused exclusively on work law. We office out of a brought back Victorian estate originally developed in 1910. We lie in the State-Thomas area of Uptown Dallas.

If you are trying to find a work lawyer to represent you in a legal disagreement, please contact us.

Having practiced employment law for more than a decade, Rob Wiley knows it can be hard to find a certified employment legal representative in Texas. Most of our clients have actually never ever had to employ a lawyer before. We advise you ask these ten concerns to find the very best work lawyer for you:

What percentage of your practice is devoted to employment law?The Law Office of Rob Wiley, P.C. commits nearly all of our practice to work law.

Do you normally represent workers or services? More than 99% of our clients are workers. Our Dallas employment lawyers aggressively argue for imposing and expanding employee rights. Because we do not represent companies, we are not worried about losing service customers by passionately defending 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 a Specialist in Labor and Employment Law.

Does your law office have the necessary resources to handle my case? Yes. With 7 dedicated full-time attorneys in Dallas, we have the resources to deal with most cases.

Are you a solo professional or does your firm worker several attorneys that can assist with my case? We are a real law firm that collaborates as a group.

What do other employment legal representatives think of you? Rob Wiley, Dallas employment 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 named a Texas Super Lawyer by Thompson Reuters every year given that 2014, named a Super Lawyers Rising Star from 2012-2013, and has actually been invited to speak at numerous attorney training conferences across the United States and internationally.

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 preliminary assessment? Yes. We strongly promote for face-to-face meetings. Most employment cases are intricate. Our Dallas employment attorneys want to consult with you face to face to have a significant discussion about your case.

Will I fulfill an actual attorney for my preliminary consultation? Yes. Unlike lots of law practice, we do not use paralegals or non-lawyer staff for initial assessments.

Do you charge a preliminary assessment cost? If not, why not? Yes, we charge a consultation cost. By charging a speak with cost, we considerably decrease the variety of preliminary assessments. This allows us to have an attorney present at every initial consultation. It also ensures that the customers we see are severe about their case. We believe that most trusted employment lawyers charge for an initial assessment. In our viewpoint, work lawyers who do not charge for an initial consult are generally not really great.

The Law Office of Rob Wiley, employment P.C. represents staff members in a variety of disagreements 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 filed in state or federal court. Although many of our cases are individual cases, we also in class or cumulative actions and complicated 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 necessary to hire a lawyer before suing with any federal government firm such as the Equal Job Opportunity Commission (EEOC). We regularly represent staff members before government agencies and in court.

It is unlawful for a company to permit a hostile work environment under a number of state and federal laws. Generally, a hostile work environment happens when an employee experiences severe or prevalent harassment. For example, a supervisor who sexually bothers a subordinate can develop an unlawful hostile work environment. Similarly, use of the «n-word,» taunting a disabled employee, or demeaning a staff member’s religions might produce a hostile work environment.

It is illegal for a company to retaliate versus an employee for exercising office rights. This can include retaliation for complaining about discrimination, employment harassment, workplace safety, unpaid overtime, or union arranging. Retaliatory acts include termination, failure to promote, or pay cuts. Retaliation can also consist of harassment or bullying created to discourage other staff members from making complaints or taking action versus the company. Employees who are conscious of financial or government scams might 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 fraud, Medicare/Medicaid scams, and defense contracting scams.

Every year employers in the United States underpay their staff members by billions of dollars. Most American workers are qualified to be paid (1) minimum wage which is currently $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 illegal. Only specific top-level supervisors, administrators, and professionals might be paid a wage in lieu of overtime. The exceptions are couple of and far between.

While many workers are thought about tipped workers and are paid $2.13 per hour, overall settlement must be at least $7.25 per hour, including pointers. Additionally, employers should pay tipped workers $5.12 rather of $2.13 or $3.20 when working overtime. It is illegal for a dining establishment to require tipped employees to pay breakage costs, walked tabs, employment or share suggestions with kitchen personnel, janitors, or management.

Employees who get approved for household and medical leave are entitled to as much as twelve weeks of leave. Leave can be for the care of a partner, parent, or child. Employees can also take personal 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 strike back against staff members who are looking for leave, have taken leave, or are returning from leave. After taking leave, employment a worker must be returned to the exact same or an equivalent position.

Under the Americans with Disabilities Act («ADA») an employer should offer a handicapped staff member with reasonable accommodations. if it would enable the worker to perform the vital functions of the task. Reasonable accommodations could include, modifying work schedules, short-term leave, working from home, or changing task tasks.

The deadline to submit an employment claim can be extremely brief. If you are experiencing problems in your work environment or have actually been fired, contact our workplace right away.