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Founded Date April 22, 1989
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Sectors Automotive Jobs
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Posted Jobs 0
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Company Description
Dallas Employment Lawyers
Rob Wiley, P.C. is a Dallas law firm representing employees in lawsuits against employers. Typical cases consist of employment discrimination, retaliation, unsettled or mispaid incomes, and employment failure to supply benefits like medical leave or sensible lodging. We have been representing staff members considering that 2000 and have helped thousands of Dallas employees.
Our workplace is staffed by 6 attorneys focused solely on work law. We office out of a restored Victorian estate initially developed in 1910. We are located in the State-Thomas area of Uptown Dallas.
If you are searching for an employment attorney to represent you in a legal disagreement, please call us.
Having practiced employment law for more than a years, Rob Wiley knows it can be difficult to find a certified work attorney in Texas. The majority of our customers have never needed to work with a lawyer before. We recommend you ask these 10 concerns to discover the very best employment legal representative for you:
What percentage of your practice is committed to work law?The Law Office of Rob Wiley, P.C. dedicates almost all of our practice to employment law.
Do you usually represent employees or services? More than 99% of our clients are employees. Our Dallas employment attorneys aggressively argue for imposing and broadening employee rights. Because we do not represent companies, we are not interested in losing company customers by passionately combating for employees.
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 licensed Rob Wiley as a Professional in Labor and Employment Law.
Does your law practice have the needed resources to handle my case? Yes. With 7 dedicated full-time lawyers in Dallas, employment we have the resources to handle most cases.
Are you a solo specialist or does your firm worker a number of attorneys that can help with my case? We are a genuine law firm that collaborates as a group.
What do other employment legal representatives consider you? Rob Wiley, Dallas work legal representative, has an excellent reputation. 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 been called a Texas Super Lawyer by Thompson Reuters every year since 2014, named a Super Lawyers Rising Star from 2012-2013, and has been invited to speak at various attorney training conferences across the United States and employment globally.
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 in person for the preliminary assessment? Yes. We strongly promote for in person conferences. Most employment cases are complicated. Our Dallas work legal representatives want to fulfill with you personally to have a meaningful conversation about your case.
Will I meet an actual attorney for my preliminary consultation? Yes. Unlike many law practice, we do not use paralegals or non-lawyer staff for preliminary consultations.
Do you charge an initial consultation fee? If not, why not? Yes, we charge a consultation cost. By charging a seek advice from fee, we drastically minimize the variety of initial consultations. This enables us to have a lawyer present at every initial consultation. It likewise ensures that the clients we see are major about their case. We think that a lot of respectable employment lawyers charge for a preliminary consultation. In our opinion, work lawyers who do not charge for a preliminary seek advice from are generally not very good.
The Law Office of Rob Wiley, P.C. represents employees in a variety of disputes with their employers. A number 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 the majority of our cases are individual cases, we also represent workers in class or cumulative actions and intricate lawsuits.
Discrimination is restricted 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 essential to employ a lawyer before submitting a claim with any federal government agency such as the Equal Employment Opportunity Commission (EEOC). We regularly represent staff members before federal government companies and in court.
It is prohibited for a company to permit a hostile work environment under numerous state and federal laws. Generally, a hostile workplace happens when a staff member experiences severe or employment prevalent harassment. For instance, a supervisor who sexually bothers a subordinate can create an illegal hostile workplace. Similarly, use of the “n-word,” teasing a handicapped worker, or demeaning a staff member’s faiths could produce a hostile work environment.
It is illegal for an employer to retaliate versus a worker for working out workplace rights. This can include retaliation for complaining about discrimination, harassment, office safety, unsettled overtime, or union arranging. Retaliatory acts include termination, employment failure to promote, or pay cuts. Retaliation can likewise consist of harassment or bullying developed to dissuade other workers from making grievances or doing something about it versus the company. Employees who know monetary or government scams may have unique whistleblower defenses. 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 fraud, and defense contracting fraud.
Every year employers in the United States underpay their staff members 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 salaries of one-and-one-half times their routine per hour rate. Sweating off the clock, consisting of over lunch or after hours, is generally illegal. Only particular top-level supervisors, administrators, and professionals might be paid a salary in lieu of overtime. The exceptions are couple of and far between.
While lots of employees are thought about tipped staff members and are paid $2.13 per hour, total compensation should be at least $7.25 per hour, including tips. Additionally, employers should pay tipped employees $5.12 instead of $2.13 or $3.20 when working overtime. It is prohibited for a dining establishment to require tipped workers to pay damage fees, walked tabs, or share pointers with cooking area staff, janitors, or management.
Employees who receive family and medical leave are entitled to as much as twelve weeks of leave. Leave can be for employment the care of a spouse, parent, or kid. Employees can likewise 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 against workers who are seeking leave, have taken leave, or are returning from leave. After taking leave, an employee needs to be gone back to the exact same or an equivalent position.
Under the Americans with Disabilities Act (“ADA”) a company should offer a handicapped worker with sensible lodgings. if it would allow the employee to the necessary functions of the job. Reasonable accommodations might consist of, customizing work schedules, short-term leave, working from home, or adjusting job duties.
The due date to submit an employment claim can be exceptionally short. If you are experiencing problems in your office or have actually been fired, contact our workplace instantly.