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Founded Date August 22, 1919
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Company Description
Dallas Employment Lawyers
Rob Wiley, P.C. is a Dallas law practice representing employees in lawsuits versus companies. Typical cases include work discrimination, retaliation, unpaid or mispaid earnings, and failure to supply benefits like medical leave or sensible lodging. We have actually been representing workers considering that 2000 and have helped thousands of Dallas workers.
Our workplace is staffed by 6 lawyers focused solely on employment law. We workplace out of a brought back Victorian estate initially developed in 1910. We lie in the State-Thomas location of Uptown Dallas.
If you are searching for a work attorney to represent you in a legal conflict, please call us.
Having practiced work law for more than a years, Rob Wiley understands it can be hard to find a certified employment legal representative in Texas. The majority of our clients have actually never ever had to hire a legal representative before. We recommend you ask these ten concerns to find the best employment attorney for you:
What portion of your practice is committed to employment law?The Law Office of Rob Wiley, P.C. dedicates practically all of our practice to work law.
Do you usually represent workers or businesses? More than 99% of our clients are staff members. Our Dallas employment lawyers aggressively argue for enforcing and expanding worker rights. Because we do not represent companies, we are not worried about losing service clients by passionately combating for 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 practice have the needed resources to manage my case? Yes. With 7 devoted full-time attorneys in Dallas, we have the resources to handle most cases.
Are you a solo practitioner or does your firm employee several lawyers that can assist with my case? We are a real law office that collaborates as a team.
What do other employment legal representatives think of you? Rob Wiley, Dallas work lawyer, has an exceptional track record. Mr. Wiley is an elected member of the Dallas Bar Association’s Employment Law Council, is the previous 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 actually been welcomed to speak at various lawyer training conferences across 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 preliminary assessment? Yes. We highly advocate for in person meetings. Most employment cases are complex. Our Dallas employment attorneys desire to satisfy with you in person to have a significant conversation about your case.
Will I meet a real attorney for my initial consultation? Yes. Unlike lots of law companies, we do not utilize paralegals or non-lawyer personnel for initial assessments.
Do you charge an initial assessment charge? If not, why not? Yes, we charge a consultation cost. By charging a speak with fee, we considerably reduce the number of preliminary consultations. This permits us to have an attorney present at every preliminary consultation. It also makes sure that the customers we see are severe about their case. Our company believe that the majority of trustworthy employment attorneys charge for an initial consultation. In our opinion, employment legal representatives who do not charge for an initial consult are generally not great.
The Law Office of Rob Wiley, P.C. represents workers in a variety of disagreements with their employers. A lot 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 the majority of our cases are private cases, we likewise represent workers in class or cumulative 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, job it is essential to hire an attorney before suing with any government agency such as the Equal Employment Opportunity Commission (EEOC). We routinely represent workers before government firms and job in court.
It is illegal for a company to allow a hostile work environment under numerous state and federal laws. Generally, a hostile workplace happens when a staff member experiences serious or pervasive harassment. For instance, a manager who sexually bothers a subordinate can produce an illegal hostile work environment. Similarly, use of the “n-word,” ridiculing a handicapped staff member, or demeaning an employee’s religions could develop a hostile work environment.
It is illegal for an employer to retaliate against an employee for working out office rights. This can consist of retaliation for complaining about discrimination, harassment, office safety, overdue overtime, or union organizing. Retaliatory acts consist of termination, failure to promote, or pay cuts. Retaliation can likewise consist of harassment or bullying created to deter other workers from making complaints or acting against the company. Employees who understand financial or federal government scams might have special 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 fraud, and defense contracting scams.
Every year employers in the United States underpay their workers by billions of dollars. Most American workers are eligible to be paid (1) base pay which is currently $7.25 per hour, and (2) overtimes earnings of one-and-one-half times their routine hourly rate. Sweating off the clock, including over lunch or after hours, is generally prohibited. Only specific top-level managers, administrators, and experts might be paid an income in lieu of overtime. The exceptions are couple of and far between.
While many staff members are considered tipped staff members and are paid $2.13 per hour, overall settlement needs to be at least $7.25 per hour, consisting of ideas. Additionally, companies should pay tipped employees $5.12 instead of $2.13 or $3.20 when working overtime. It is illegal for a dining establishment to require tipped workers to pay damage fees, job strolled tabs, or share tips with kitchen staff, janitors, or management.
Employees who get for family and medical leave are entitled to as much as twelve weeks of leave. Leave can be for the care of a spouse, parent, or kid. Employees can also take individual medical leave for their own serious medical condition. Importantly, leave can be taken in blocks or on a periodic, as required basis. Employers can not strike back versus workers who are looking for leave, have departed, or are returning from leave. After departing, an employee must be returned to the exact same or a comparable position.
Under the Americans with Disabilities Act (“ADA”) a company should offer a handicapped staff member with reasonable lodgings. if it would enable the worker to perform the important functions of the job. Reasonable accommodations might consist of, customizing work schedules, short term leave, working from home, or adjusting job responsibilities.
The deadline to file a work claim can be extremely short. If you are experiencing issues in your workplace or have actually been fired, contact our workplace right away.