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About Us
Dallas Employment Lawyers
Rob Wiley, P.C. is a Dallas law company representing employees in lawsuits versus companies. Typical cases include employment discrimination, retaliation, unsettled or mispaid wages, and failure to provide advantages like medical leave or affordable lodging. We have actually been representing workers since 2000 and have actually helped countless Dallas workers.
Our office is staffed by 6 lawyers focused solely on work law. We workplace out of a restored Victorian estate originally integrated in 1910. We lie in the State-Thomas area of Uptown Dallas.
If you are looking for an employment attorney to represent you in a legal conflict, please contact us.
Having practiced work law for more than a years, Rob Wiley understands it can be hard to discover a certified work legal representative in Texas. Most of our clients have never needed to hire a lawyer before. We advise you ask these 10 concerns to discover the very best employment attorney for you:
What percentage of your practice is devoted to work law?The Law Office of Rob Wiley, P.C. devotes practically all of our practice to employment law.
Do you generally represent workers or organizations? More than 99% of our customers are employees. Our Dallas employment lawyers aggressively argue for imposing and broadening employee rights. Because we do not represent employers, we are not worried about losing organization customers by passionately combating for employment staff members.
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 licensed Rob Wiley as a Specialist in Labor and Employment Law.
Does your law office have the essential resources to handle my case? Yes. With seven dedicated full-time attorneys in Dallas, we have the resources to handle most cases.
Are you a solo practitioner or does your company employee numerous lawyers that can help with my case? We are a real law office that collaborates as a group.
What do other employment lawyers consider you? Rob Wiley, Dallas employment attorney, has an outstanding track record. 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 actually been named a Texas Super Lawyer by Thompson Reuters every year since 2014, called a Super Lawyers Rising Star from 2012-2013, and has been welcomed to speak at numerous 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 in person for the initial consultation? Yes. We strongly promote for in person meetings. Most work cases are complicated. Our Dallas work attorneys wish to fulfill with you personally to have a meaningful conversation about your case.
Will I fulfill a real lawyer for my preliminary consultation? Yes. Unlike lots of law office, employment we do not utilize paralegals or non-lawyer staff for initial consultations.
Do you charge an cost? If not, why not? Yes, we charge a consultation charge. By charging a speak with fee, we dramatically decrease the variety of preliminary consultations. This permits us to have a lawyer present at every initial assessment. It also makes sure that the clients we see are serious about their case. Our company believe that most reputable employment lawyers charge for an initial assessment. In our viewpoint, work lawyers who do not charge for a preliminary speak with are generally 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 firms like the EEOC, the Department of Labor, or the Texas Workforce Commission. Other cases are submitted in state or federal court. Although many of our cases are individual cases, we likewise represent workers in class or collective actions and complex lawsuits.
Discrimination is restricted 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 necessary to hire an attorney before filing a claim with any federal government company such as the Equal Job Opportunity Commission (EEOC). We regularly represent staff members before federal government companies and in court.
It is illegal for an employer to permit a hostile workplace under several state and federal laws. Generally, a hostile work environment takes place when an employee experiences severe or prevalent harassment. For instance, a manager who sexually bothers a subordinate can develop an illegal hostile work environment. Similarly, use of the “n-word,” teasing a handicapped employee, or demeaning a staff member’s spiritual beliefs might develop a hostile workplace.
It is prohibited for a company to retaliate versus an employee for working out workplace rights. This can include retaliation for complaining about discrimination, harassment, work environment safety, unpaid overtime, or union organizing. Retaliatory acts include termination, failure to promote, employment 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 employer. Employees who know monetary or federal government scams may have special whistleblower securities. 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 scams, employment 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 currently $7.25 per hour, and (2) overtimes incomes of one-and-one-half times their routine per hour rate. Sweating off the clock, consisting of over lunch or after hours, is often prohibited. Only specific top-level managers, administrators, and experts might be paid an income in lieu of overtime. The exceptions are scarce.
While numerous employees are thought about tipped workers and are paid $2.13 per hour, total settlement must be at least $7.25 per hour, consisting of ideas. Additionally, companies need to pay tipped employees $5.12 rather of $2.13 or $3.20 when working overtime. It is unlawful for a dining establishment to need tipped workers to pay breakage costs, walked tabs, or share suggestions with kitchen area personnel, janitors, or management.
Employees who get approved for family and medical leave are entitled to up to twelve weeks of leave. Leave can be for the care of a partner, moms and dad, or kid. Employees can likewise take personal medical leave for their own serious medical condition. Importantly, leave can be taken in blocks or on an intermittent, as needed basis. Employers can not strike back against employees who are looking for leave, have taken leave, or are returning from leave. After taking leave, a worker should be returned to the very same or a comparable position.
Under the Americans with Disabilities Act (“ADA”) an employer need to supply a handicapped employee with sensible lodgings. if it would enable the employee to perform the vital functions of the job. Reasonable lodgings could include, modifying work schedules, short term leave, working from home, or adjusting task tasks.
The deadline to submit a work claim can be extremely brief. If you are experiencing problems in your work environment or have actually been fired, call our workplace instantly.