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Company Description

Dallas Employment Lawyers

Rob Wiley, P.C. is a Dallas law practice representing workers in suits against employers. Typical cases consist of employment discrimination, retaliation, unpaid or mispaid salaries, and failure to provide benefits like medical leave or sensible accommodation. We have actually been representing employees given that 2000 and have actually helped thousands of Dallas workers.

Our workplace is staffed by 6 lawyers focused entirely on employment law. We workplace out of a restored Victorian mansion originally integrated in 1910. We lie 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 work law for more than a decade, Rob Wiley knows it can be challenging to discover a certified work attorney in Texas. Most of our clients have never had to hire a lawyer before. We recommend you ask these ten questions to discover the very best work 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 practice to employment law.

Do you generally represent workers or companies? More than 99% of our customers are employees. Our Dallas employment lawyers strongly argue for enforcing and broadening employee rights. Because we do not represent employers, we are not worried with losing company clients by passionately defending employees.

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

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

Are you a solo professional or does your firm employee several attorneys that can help with my case? We are a genuine law practice that works together as a group.

What do other work legal representatives consider you? Rob Wiley, Dallas employment attorney, has an excellent reputation. Mr. Wiley is a chosen 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 given that 2014, named a Super Lawyers Rising Star from 2012-2013, and has been welcomed to speak at various attorney training conferences across the United States and worldwide.

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 assessment? Yes. We strongly advocate for face-to-face meetings. Most work cases are complex. Our Dallas employment attorneys want to meet with you in individual to have a significant conversation about your case.

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

Do you charge a preliminary consultation fee? If not, why not? Yes, we charge an assessment fee. By charging a seek advice from charge, we considerably minimize the variety of initial consultations. This permits us to have an attorney present at every initial assessment. It likewise makes sure that the clients we see are severe about their case. We think that a lot of reputable work attorneys charge for a preliminary consultation. In our viewpoint, work legal representatives who do not charge for an initial consult are generally not excellent.

The Law Office of Rob Wiley, employment P.C. represents employees in a variety of disputes with their employers. A lot of our cases are before state and federal companies like the EEOC, the Department of Labor, or the Texas Workforce Commission. Other cases are submitted in state or federal court. Although many of our cases are private cases, we also represent workers in class or cumulative actions and intricate lawsuits.

Discrimination is prohibited under Title VII of the Civil Liberty Act of 1964, employment 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 hire an attorney before submitting a claim with any government firm such as the Equal Job Opportunity Commission (EEOC). We frequently represent staff members before federal government companies and in court.

It is unlawful for a company to allow a hostile work environment under several state and federal laws. Generally, a hostile work environment happens when an employee experiences serious or pervasive harassment. For example, a manager who sexually bugs a subordinate can develop an unlawful hostile workplace. Similarly, employment usage of the “n-word,” teasing a handicapped employee, or demeaning an employee’s religious beliefs might develop a hostile work environment.

It is prohibited for a company to strike back against an employee for exercising workplace rights. This can consist of retaliation for complaining about discrimination, harassment, office safety, unsettled overtime, or union organizing. Retaliatory acts consist of termination, failure to promote, or pay cuts. Retaliation can also include harassment or bullying designed to discourage other employees from making grievances or acting against the company. Employees who understand monetary or government fraud may have special whistleblower protections. Our law office represents whistleblowers in procedures before the SEC, FINRA, and OSHA. We likewise represent whistleblowers in federal court actions concerning grant scams, Medicare/Medicaid fraud, and defense contracting fraud.

Every year companies in the United States underpay their employees by billions of dollars. Most American employees are qualified to be paid (1) minimum wage which is currently $7.25 per hour, employment and (2) overtimes salaries of one-and-one-half times their routine per hour rate. Working off the clock, including over lunch or after hours, is often unlawful. Only particular high-level managers, administrators, and experts might be paid an income in lieu of overtime. The exceptions are scarce.

While numerous staff members are considered tipped employees and are paid $2.13 per hour, overall settlement must be at least $7.25 per hour, consisting of pointers. Additionally, employers should pay tipped workers $5.12 rather of $2.13 or $3.20 when working overtime. It is unlawful for a restaurant to need tipped employees to pay damage fees, walked tabs, or share ideas with cooking area personnel, janitors, employment or management.

Employees who get approved for family and medical leave are entitled to approximately twelve weeks of leave. Leave can be for the care of a partner, parent, or kid. Employees can likewise take personal medical leave for their own major medical condition. Importantly, leave can be taken in blocks or on an intermittent, as required basis. Employers can not retaliate versus staff members who are seeking leave, have actually taken leave, or are returning from leave. After departing, a worker must be returned to the very same or an equivalent position.

Under the Americans with Disabilities Act (“ADA”) an employer must provide a handicapped staff member with sensible lodgings. if it would enable the employee to perform the important functions of the task. Reasonable accommodations could consist of, customizing work schedules, brief term leave, working from home, or changing task tasks.

The deadline to submit an employment claim can be exceptionally short. If you are experiencing issues in your office or have been fired, contact our workplace instantly.

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