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Overview

  • Founded Date September 3, 1932
  • Specializations Product design

Company Description

Dallas Employment Lawyers

Rob Wiley, employment P.C. is a Dallas law firm representing workers in suits versus employers. Typical cases include employment discrimination, retaliation, unsettled or mispaid earnings, and failure to offer advantages like medical leave or sensible lodging. We have actually been representing employees given that 2000 and have actually assisted thousands of Dallas workers.

Our office is staffed by 6 lawyers focused exclusively on employment law. We workplace out of a brought back Victorian mansion originally integrated in 1910. We are situated in the State-Thomas location of Uptown Dallas.

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

Having practiced employment law for more than a years, Rob Wiley knows it can be tough to find a certified work lawyer in Texas. The majority of our clients have never ever needed to work with a lawyer before. We suggest you ask these ten concerns to discover the finest work lawyer for you:

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

Do you typically represent employees or companies? More than 99% of our clients are workers. Our Dallas work lawyers strongly argue for imposing and expanding worker rights. Because we do not represent companies, we are not worried about losing company customers by passionately defending 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 Wiley as a Specialist in Labor and Employment Law.

Does your law office have the needed resources to manage my case? Yes. With seven dedicated full-time lawyers in Dallas, we have the resources to handle most cases.

Are you a solo practitioner or does your company staff member several attorneys that can assist with my case? We are a real law firm that collaborates as a team.

What do other work attorneys consider you? Rob Wiley, Dallas work legal representative, 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 because 2014, called a Super Lawyers Rising Star from 2012-2013, and has been invited 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 confirm attorney disciplinary history at www.texasbar.com.

Will you consult with me face-to-face for the initial assessment? Yes. We highly promote for face-to-face conferences. Most work cases are intricate. Our Dallas work legal representatives want to consult with you personally to have a meaningful discussion about your case.

Will I fulfill an actual lawyer for my initial assessment? Yes. Unlike lots of law office, we do not utilize paralegals or non-lawyer personnel for initial consultations.

Do you charge a preliminary assessment cost? If not, why not? Yes, we charge a consultation charge. By charging a seek advice from fee, we dramatically decrease the number of initial assessments. This permits us to have a lawyer present at every preliminary consultation. It also ensures that the clients we see are severe about their case. Our company believe that many trustworthy work lawyers charge for a preliminary consultation. In our viewpoint, employment attorneys who do not charge for a preliminary seek advice from are usually not extremely great.

The Law Office of Rob Wiley, P.C. represents employees in a range of disagreements with their employers. Much 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 collective actions and complicated litigation.

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 important to hire a lawyer before filing a claim with any government agency such as the Equal Job Opportunity Commission (EEOC). We regularly represent workers before government firms and in court.

It is unlawful for an employer to permit a hostile workplace under numerous state and federal laws. Generally, a hostile work environment takes place when an employee experiences severe or pervasive harassment. For instance, a supervisor who sexually pesters a subordinate can create an unlawful hostile workplace. Similarly, use of the “n-word,” taunting a handicapped worker, or demeaning a staff member’s faiths could develop a hostile workplace.

It is illegal for an employer to strike back versus an employee for working out office rights. This can include retaliation for grumbling about discrimination, harassment, work environment security, unsettled overtime, or union organizing. Retaliatory acts consist of termination, failure to promote, or pay cuts. Retaliation can also consist of harassment or bullying designed to discourage other staff members from making grievances or taking action versus the employer. Employees who are mindful of monetary or federal government scams might have special whistleblower protections. Our law workplace represents whistleblowers in procedures before the SEC, FINRA, and OSHA. We likewise represent whistleblowers in federal court actions concerning grant scams, Medicare/Medicaid scams, and defense contracting fraud.

Every year employers in the United States underpay their employees by billions of dollars. Most American employees are eligible to be paid (1) base pay which is presently $7.25 per hour, and (2) overtimes wages of one-and-one-half times their regular per hour rate. Sweating off the clock, consisting of over lunch or after hours, is usually prohibited. Only certain high-level supervisors, administrators, and specialists may be paid a wage in lieu of overtime. The exceptions are couple of and far between.

While lots of staff members are considered tipped employees and are paid $2.13 per hour, overall settlement needs to be at least $7.25 per hour, including tips. Additionally, employers should pay tipped staff members $5.12 instead of $2.13 or $3.20 when working overtime. It is prohibited for a dining establishment to require tipped employees to pay damage costs, walked tabs, employment or share ideas with cooking area staff, janitors, or management.

Employees who receive household and employment medical leave are entitled to approximately 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 serious medical condition. Importantly, leave can be taken in blocks or on a periodic, as needed basis. Employers can not strike back versus workers who are seeking leave, have taken leave, or are returning from leave. After taking leave, an employee should be returned to the exact same or a comparable position.

Under the Americans with Disabilities Act (“ADA”) a company must offer a handicapped employee with sensible lodgings. if it would permit the staff member to carry out the necessary functions of the job. Reasonable lodgings might include, modifying work schedules, short-term leave, working from home, or adjusting task tasks.

The deadline to file an employment claim can be extremely brief. If you are experiencing issues in your workplace or have actually been fired, contact our workplace right away.

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