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About Us
Dallas Employment Lawyers
Rob Wiley, P.C. is a Dallas law company representing employees in claims versus employers. Typical cases include work discrimination, retaliation, unpaid or mispaid salaries, and failure to supply benefits like medical leave or affordable accommodation. We have been representing employees given that 2000 and job have helped countless Dallas workers.
Our workplace is staffed by six attorneys focused solely on work law. We office out of a brought back Victorian mansion originally built in 1910. We are situated in the State-Thomas location of Uptown Dallas.
If you are searching for a work lawyer to represent you in a legal disagreement, please call us.
Having practiced employment law for more than a years, Rob Wiley understands it can be challenging to find a certified work attorney in Texas. The majority of our customers have actually never had to hire a legal representative before. We suggest you ask these ten questions to discover the best employment attorney for you:
What percentage of your practice is devoted to employment law?The Law Office of Rob Wiley, P.C. devotes nearly all of our practice to employment law.
Do you generally represent employees or businesses? More than 99% of our customers are workers. Our Dallas work lawyers strongly argue for enforcing and expanding employee rights. Because we do not represent companies, we are not interested in losing company 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 certified Rob Wiley as an Expert in Labor and Employment Law.
Does your law company have the needed 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 company worker a number of attorneys that can help with my case? We are a genuine law practice that works together as a team.
What do other employment attorneys consider you? Rob Wiley, Dallas employment lawyer, has an exceptional credibility. 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 called 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 different 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 lawyer disciplinary history at www.texasbar.com.
Will you meet me face-to-face for the preliminary consultation? Yes. We highly advocate for face-to-face conferences. Most employment cases are complex. Our Dallas employment attorneys wish to meet you personally to have a significant discussion about your case.
Will I satisfy an actual lawyer for my preliminary assessment? Yes. Unlike many law practice, we do not use paralegals or non-lawyer staff for preliminary assessments.
Do you charge a preliminary consultation cost? If not, why not? Yes, we charge an assessment fee. By charging a seek advice from fee, we significantly minimize the variety of initial assessments. This allows us to have a lawyer present at every preliminary consultation. It likewise makes sure that the customers we see are serious about their case. Our company believe that most trustworthy employment attorneys charge for an initial assessment. In our opinion, employment legal representatives who do not charge for a preliminary consult are generally not really good.
The Law Office of Rob Wiley, P.C. represents staff members in a range of disagreements 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 the majority of our cases are private cases, we also represent workers in class or cumulative actions and job complex litigation.
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 crucial to work with an attorney before suing with any government firm such as the Equal Job Opportunity Commission (EEOC). We frequently represent staff members before government companies and job in court.
It is unlawful for a company to allow a hostile work environment under numerous state and federal laws. Generally, a hostile work environment occurs when a staff member experiences extreme or job pervasive harassment. For instance, a manager who sexually pesters a subordinate can develop an unlawful hostile workplace. Similarly, usage of the “n-word,” teasing a disabled employee, or demeaning an employee’s religions could produce a hostile workplace.
It is illegal for a company to retaliate versus an employee for exercising office rights. This can include retaliation for grumbling about discrimination, harassment, workplace safety, unpaid overtime, or union arranging. Retaliatory acts include termination, failure to promote, or pay cuts. Retaliation can likewise consist of harassment or bullying designed to deter other employees from making problems or doing something about it against the company. Employees who understand monetary or government scams may have unique whistleblower securities. Our law workplace represents whistleblowers in procedures before the SEC, FINRA, and OSHA. We likewise represent whistleblowers in federal court actions concerning grant fraud, Medicare/Medicaid scams, job and defense contracting scams.
Every year companies in the United States underpay their employees by billions of dollars. Most American workers are eligible to be paid (1) minimum wage which is presently $7.25 per hour, and (2) overtimes wages of one-and-one-half times their routine per hour rate. Sweating off the clock, including over lunch or after hours, is usually unlawful. Only particular top-level supervisors, administrators, and specialists might be paid an income in lieu of overtime. The exceptions are scarce.
While many employees are considered tipped employees and are paid $2.13 per hour, total payment needs to be at least $7.25 per hour, including suggestions. Additionally, companies must pay tipped employees $5.12 rather of $2.13 or $3.20 when working overtime. It is unlawful for a restaurant to need tipped employees to pay damage fees, strolled tabs, or share tips with kitchen area staff, janitors, or management.
Employees who certify 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 severe medical . Importantly, leave can be taken in blocks or on an intermittent, as required basis. Employers can not strike back versus staff members who are seeking leave, have taken leave, or are returning from leave. After departing, a staff member needs to be gone back to the very same or an equivalent position.
Under the Americans with Disabilities Act (“ADA”) an employer need to provide a handicapped employee with affordable accommodations. if it would permit the staff member to perform the necessary functions of the task. Reasonable accommodations could include, customizing work schedules, brief term leave, working from home, or adjusting task tasks.
The deadline to file an employment claim can be exceptionally short. If you are experiencing problems in your office or have been fired, contact our workplace instantly.