Overview

  • Founded Date August 13, 1985
  • Sectors Telecommunications
  • Posted Jobs 0
  • Viewed 11
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Company Description

Dallas Employment Lawyers

Rob Wiley, P.C. is a Dallas law practice representing employees in claims versus companies. Typical cases include work discrimination, retaliation, overdue or mispaid wages, and failure to offer advantages like medical leave or affordable accommodation. We have actually been representing staff members given that 2000 and have actually assisted countless Dallas employees.

Our office is staffed by 6 attorneys focused solely on work law. We workplace out of a brought back Victorian mansion initially integrated in 1910. We lie in the State-Thomas location 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 knows it can be difficult to discover a qualified work attorney in Texas. Most of our clients have never ever had to hire a lawyer before. We advise you ask these ten concerns to find the finest work lawyer for you:

What percentage of your practice is committed to work law?The Law Office of Rob Wiley, P.C. devotes almost all of our practice to employment law.

Do you usually represent employees or organizations? More than 99% of our customers are employees. Our Dallas employment attorneys strongly argue for implementing and expanding employee rights. Because we do not represent companies, we are not interested in losing service customers by passionately fighting for job 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 accredited Rob Wiley as a Specialist in Labor and Employment Law.

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

Are you a solo specialist or does your firm worker numerous lawyers that can assist with my case? We are a real law office that interacts as a group.

What do other work attorneys consider you? Rob Wiley, Dallas work attorney, has an excellent track record. Mr. Wiley is a chosen member of the Dallas Bar Association’s Employment Law Council, is the previous president of the Dallas-Fort Worth Employment Lawyers Association, has been called a Texas Super Lawyer by Thompson Reuters every year because 2014, called a Super Lawyers Rising Star from 2012-2013, and has actually been invited to speak at various attorney training conferences across the United States and globally.

Have you ever been reprimanded or disciplined by a bar association? No. You can validate lawyer disciplinary history at www.texasbar.com.

Will you meet me in person for the initial consultation? Yes. We highly advocate for in person meetings. Most employment cases are complex. Our Dallas work legal representatives want to consult with you personally to have a significant conversation about your case.

Will I meet an actual lawyer for my preliminary assessment? Yes. Unlike many law companies, we do not utilize paralegals or non-lawyer personnel for initial consultations.

Do you charge a preliminary consultation cost? If not, why not? Yes, we charge a consultation fee. By charging a seek advice from charge, we considerably reduce the variety of preliminary assessments. This permits us to have a lawyer present at every preliminary assessment. It likewise ensures that the clients we see are serious about their case. We believe that the majority of credible employment attorneys charge for a preliminary assessment. In our opinion, work attorneys who do not charge for an initial consult are typically not extremely great.

The Law Office of Rob Wiley, P.C. represents staff members in a range of conflicts with their employers. Much 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 most of our cases are private cases, we also represent employees in class or cumulative actions and intricate lawsuits.

Discrimination is prohibited 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 essential to work with an attorney before suing with any federal government firm such as the Equal Job Opportunity Commission (EEOC). We routinely represent workers before government companies and in court.

It is prohibited for a company to permit a hostile workplace under a number of state and federal laws. Generally, a hostile workplace occurs when an employee experiences extreme or pervasive harassment. For instance, a supervisor who sexually bothers a subordinate can create an illegal hostile work environment. Similarly, use of the “n-word,” taunting a disabled worker, or demeaning an employee’s faiths could produce a hostile workplace.

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, job work environment security, overdue overtime, or union organizing. Retaliatory acts consist of termination, failure to promote, or pay cuts. Retaliation can likewise include harassment or bullying created to dissuade other staff members from making problems or acting against the company. Employees who are mindful of monetary or federal government scams may have special whistleblower protections. Our law office represents whistleblowers in proceedings 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 employers in the United States underpay their employees by billions of dollars. Most American employees are qualified to be paid (1) minimum wage which is presently $7.25 per hour, and (2) overtimes earnings of one-and-one-half times their routine per hour rate. Sweating off the clock, consisting of over lunch or after hours, is usually prohibited. Only particular top-level managers, administrators, and professionals might be paid an income in lieu of overtime. The exceptions are rare.

While lots of workers are thought about tipped employees and are paid $2.13 per hour, overall payment must be at least $7.25 per hour, consisting of pointers. Additionally, companies need to pay tipped staff members $5.12 rather of $2.13 or $3.20 when working overtime. It is prohibited for job a restaurant to need tipped staff members to pay damage fees, strolled tabs, or share tips with kitchen area personnel, 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, job parent, or kid. Employees can likewise take individual medical leave for job their own severe medical condition. Importantly, leave can be taken in blocks or on a periodic, as required basis. Employers can not retaliate against staff members who are seeking leave, have actually departed, or are returning from leave. After departing, a staff member needs to be returned to the very same or a comparable position.

Under the Americans with Disabilities Act (“ADA”) an employer need to provide a disabled staff member with affordable accommodations. if it would allow the worker to carry out the vital functions of the job. Reasonable lodgings could consist of, customizing work schedules, brief term leave, working from home, or duties.

The due date to submit a work claim can be extremely short. If you are experiencing problems in your work environment or have actually been fired, contact our office right away.

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