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Overview

  • Founded Date April 19, 1944
  • Sectors Health Care
  • Posted Jobs 0
  • Viewed 1
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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 employment discrimination, employment retaliation, unpaid or mispaid incomes, and failure to supply benefits like medical leave or affordable lodging. We have been representing staff members since 2000 and have assisted countless Dallas employees.

Our workplace is staffed by six lawyers focused exclusively on employment law. We office out of a restored Victorian mansion initially integrated in 1910. We lie in the State-Thomas area of Uptown Dallas.

If you are searching for an employment lawyer to represent you in a legal dispute, please call us.

Having practiced work law for more than a years, Rob Wiley knows it can be challenging to find a certified work attorney in Texas. Most of our clients have actually never had to hire a legal representative before. We recommend you ask these 10 concerns to discover the very best employment lawyer for you:

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

Do you typically represent employees or companies? More than 99% of our clients are employees. Our Dallas work attorneys strongly argue for enforcing and employment expanding employee rights. Because we do not represent employers, we are not worried about losing company clients by passionately fighting for workers.

Are you a Texas attorney who is Board Certified in Labor employment and Employment Law by the Texas Board of Legal Specialization? Yes. The Texas Board of Legal Specialization has actually 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 lawyers in Dallas, we have the resources to manage most cases.

Are you a solo specialist or does your company worker numerous lawyers that can help with my case? We are a real law office that works together as a team.

What do other work legal representatives think of you? Rob Wiley, Dallas employment legal representative, has an outstanding credibility. 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 considering that 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 verify attorney disciplinary history at www.texasbar.com.

Will you fulfill with me in person for the initial consultation? Yes. We highly promote for in person meetings. Most work cases are complex. Our Dallas work legal representatives wish to meet with you face to face to have a significant conversation about your case.

Will I meet an actual attorney for my initial assessment? Yes. Unlike lots of law practice, we do not use paralegals or non-lawyer personnel for initial assessments.

Do you charge an initial assessment fee? If not, why not? Yes, we charge a consultation charge. By charging a seek advice from charge, we dramatically minimize the variety of initial consultations. This allows us to have an attorney present at every preliminary consultation. It likewise ensures that the clients we see are major about their case. Our company believe that the majority of respectable employment lawyers charge for a preliminary assessment. In our viewpoint, employment attorneys who do not charge for an initial seek advice from are usually not excellent.

The Law Office of Rob Wiley, P.C. represents staff members in a range of disputes with their companies. Much of our cases are before state and federal firms 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 individual cases, we likewise represent employees in class or cumulative actions and complex litigation.

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 hire an attorney before submitting a claim with any government agency such as the Equal Employment Opportunity Commission (EEOC). We regularly represent workers before government agencies and in court.

It is illegal for an employer to allow a hostile workplace under several state and federal laws. Generally, employment a hostile work environment takes place when a staff member experiences severe or prevalent harassment. For example, a supervisor who sexually harasses a subordinate can create an illegal hostile workplace. Similarly, use of the “n-word,” taunting a disabled worker, or demeaning a worker’s religions might develop a hostile workplace.

It is illegal for an employer to strike back versus a worker for exercising work environment rights. This can consist of retaliation for complaining about discrimination, harassment, workplace security, overdue overtime, or union organizing. Retaliatory acts consist of termination, failure to promote, or pay cuts. Retaliation can also consist of harassment or employment bullying created to discourage other workers from making grievances or acting against the company. Employees who know financial or government scams might 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 concerning grant scams, Medicare/Medicaid scams, and defense contracting fraud.

Every year companies in the United States underpay their employees by billions of dollars. Most American employees are eligible to be paid (1) minimum wage which is currently $7.25 per hour, and (2) overtimes earnings of one-and-one-half times their routine hourly rate. Working off the clock, including over lunch or after hours, is almost always unlawful. Only specific high-level managers, administrators, and specialists might be paid a wage in lieu of overtime. The exceptions are rare.

While lots of employees are thought about tipped staff members and are paid $2.13 per hour, overall compensation should be at least $7.25 per hour, consisting of suggestions. Additionally, companies need to pay tipped staff members $5.12 instead of $2.13 or $3.20 when working overtime. It is prohibited for a restaurant to require tipped workers to pay breakage costs, walked tabs, or share ideas with kitchen area staff, employment 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 spouse, parent, or kid. Employees can likewise take individual medical leave for their own major medical condition. Importantly, leave can be taken in blocks or on a periodic, as required basis. Employers can not strike back against staff members who are looking for leave, have taken leave, or are returning from leave. After departing, employment a worker must be returned to the same or an equivalent position.

Under the Americans with Disabilities Act (“ADA”) a company must offer a disabled staff member with sensible lodgings. if it would allow the staff member to perform the vital functions of the task. Reasonable accommodations could include, customizing work schedules, short term leave, working from home, or changing job tasks.

The deadline to file an employment claim can be incredibly short. If you are experiencing problems in your workplace or have actually been fired, call our office right away.

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