Overview

  • Founded Date June 18, 1963
  • Sectors Automotive Jobs
  • Posted Jobs 0
  • Viewed 4
Bottom Promo

Company Description

Dallas Employment Lawyers

Rob Wiley, P.C. is a Dallas law company representing employees in lawsuits against employers. Typical cases include employment discrimination, retaliation, overdue or mispaid salaries, and failure to supply benefits like medical leave or sensible accommodation. We have actually been representing employees considering that 2000 and have actually helped countless Dallas workers.

Our workplace is staffed by 6 lawyers focused exclusively on employment law. We workplace out of a restored Victorian mansion originally integrated in 1910. We are located in the State-Thomas area of Uptown Dallas.

If you are searching for a work legal representative to represent you in a legal disagreement, please contact us.

Having practiced work law for more than a years, Rob Wiley understands it can be tough to find a certified work legal representative in Texas. Most of our clients have actually never needed to work with a legal representative before. We advise you ask these ten concerns to discover the best employment lawyer for you:

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

Do you normally represent employees or organizations? More than 99% of our customers are employees. Our Dallas work lawyers strongly argue for enforcing and expanding employee rights. Because we do not represent employers, we are not worried about losing organization customers by passionately defending staff members.

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 accredited Rob Wiley as a Specialist in Labor and Employment Law.

Does your law company have the essential resources to manage my case? Yes. With 7 devoted full-time lawyers in Dallas, we have the resources to manage most cases.

Are you a solo specialist or does your firm staff member several attorneys that can help with my case? We are a genuine law practice that collaborates as a team.

What do other employment legal representatives believe about you? Rob Wiley, Dallas work lawyer, has an outstanding reputation. 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 named a Texas Super Lawyer by Thompson Reuters every year because 2014, called a Super Lawyers Rising Star from 2012-2013, and has been invited to speak at different attorney training conferences throughout the United States and globally.

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 preliminary assessment? Yes. We strongly advocate for face-to-face conferences. Most work cases are complicated. Our Dallas work legal representatives wish to fulfill with you in person to have a meaningful conversation about your case.

Will I meet a real attorney for referall.us my initial consultation? Yes. Unlike lots of law office, we do not use paralegals or non-lawyer personnel for initial consultations.

Do you charge an initial assessment cost? If not, why not? Yes, we charge an assessment charge. By charging a seek advice from cost, we considerably lower the number of initial assessments. This enables us to have a lawyer present at every initial assessment. It also ensures that the clients we see are severe about their case. We believe that the majority of respectable work for a preliminary assessment. In our viewpoint, work lawyers who do not charge for a preliminary speak with are usually not really great.

The Law Office of Rob Wiley, P.C. represents workers in a range of disputes with their companies. A lot 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 many of our cases are specific cases, we also represent employees in class or collective actions and complex lawsuits.

Discrimination is forbidden 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 very important to work with an attorney before suing with any government company such as the Equal Job Opportunity Commission (EEOC). We routinely represent staff members before government agencies and in court.

It is prohibited for a company to permit a hostile workplace under several state and federal laws. Generally, a hostile workplace happens when an employee experiences serious or prevalent harassment. For example, a manager who sexually harasses a subordinate can create an unlawful hostile work environment. Similarly, use of the “n-word,” ridiculing a disabled staff member, or demeaning a worker’s faiths might develop a hostile work environment.

It is unlawful for a company to strike back against an employee for exercising office rights. This can consist of retaliation for complaining about discrimination, harassment, work environment security, overdue overtime, or union organizing. Retaliatory acts consist of termination, failure to promote, or pay cuts. Retaliation can also include harassment or bullying developed to dissuade other employees from making complaints or taking action versus the company. Employees who understand financial or government scams may have unique whistleblower defenses. Our law office represents whistleblowers in procedures before the SEC, FINRA, and OSHA. We likewise represent whistleblowers in federal court actions worrying grant scams, Medicare/Medicaid fraud, and defense contracting fraud.

Every year companies in the United States underpay their workers by billions of dollars. Most American workers are qualified to be paid (1) base pay which is presently $7.25 per hour, and (2) overtimes incomes of one-and-one-half times their regular hourly rate. Sweating off the clock, consisting of over lunch or after hours, is generally illegal. Only specific top-level managers, administrators, and specialists might be paid an income in lieu of overtime. The exceptions are few and far between.

While many employees are thought about tipped workers and are paid $2.13 per hour, total settlement needs to 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 unlawful for a restaurant to need tipped staff members to pay breakage charges, walked tabs, or share suggestions with kitchen staff, janitors, or management.

Employees who receive household 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 child. Employees can likewise take individual medical leave for their own major medical condition. Importantly, leave can be taken in blocks or on an intermittent, as needed basis. Employers can not retaliate versus employees who are looking for leave, have actually departed, or are returning from leave. After departing, an employee needs to be gone back to the very same or a comparable position.

Under the Americans with Disabilities Act (“ADA”) a company should offer a disabled worker with reasonable lodgings. if it would allow the employee to carry out the important functions of the job. Reasonable lodgings could consist of, customizing work schedules, short-term leave, working from home, or adjusting task tasks.

The due date to file an employment claim can be exceptionally brief. If you are experiencing issues in your workplace or have been fired, call our office immediately.

Bottom Promo
Bottom Promo
Top Promo