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Company Description

Dallas Employment Lawyers

Rob Wiley, P.C. is a Dallas law firm representing employees in lawsuits versus employers. Typical cases consist of employment discrimination, retaliation, unpaid or mispaid salaries, and failure to provide benefits like medical leave or reasonable lodging. We have actually been representing staff members since 2000 and have assisted thousands of Dallas employees.

Our office is staffed by 6 attorneys focused exclusively on work law. We workplace out of a restored Victorian estate originally built in 1910. We are situated in the State-Thomas location of Uptown Dallas.

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

Having practiced work law for more than a decade, Rob Wiley understands it can be hard to discover a qualified work legal representative in Texas. The majority of our clients have never had to employ a legal representative before. We suggest you ask these 10 concerns to discover the best employment legal representative for you:

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

Do you normally represent employees or services? More than 99% of our customers are staff members. Our Dallas work attorneys strongly argue for imposing and expanding employee rights. Because we do not represent companies, we are not interested in losing company customers by passionately fighting for 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 actually accredited Rob Wiley as an Expert in Labor and Employment Law.

Does your law company have the required resources to handle my case? Yes. With seven devoted full-time lawyers in Dallas, we have the resources to deal with most cases.

Are you a solo practitioner or does your firm worker numerous lawyers that can assist with my case? We are a real law office that collaborates as a group.

What do other employment legal representatives think of 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 Lawyers Association, has been named a Texas Super Lawyer by Thompson Reuters every year considering that 2014, called a Super Lawyers Rising Star from 2012-2013, and has been invited to speak at numerous lawyer training conferences throughout the United States and 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 meet me in person for the initial consultation? Yes. We strongly promote for employment face-to-face conferences. Most employment cases are complicated. Our Dallas work lawyers wish to consult with you in individual to have a meaningful discussion about your case.

Will I satisfy an actual lawyer for my preliminary assessment? Yes. Unlike lots of law practice, we do not use paralegals or non-lawyer staff for initial consultations.

Do you charge an initial assessment fee? If not, why not? Yes, we charge an assessment cost. By charging a consult cost, employment we drastically lower the number of initial assessments. This allows us to have a lawyer present at every preliminary consultation. It likewise ensures that the customers we see are serious about their case. Our company believe that many trustworthy work attorneys charge for an initial assessment. In our viewpoint, work legal representatives who do not charge for an initial consult are typically not excellent.

The Law Office of Rob Wiley, P.C. represents staff members in a variety of disagreements with their employers. A number of our cases are before state and federal companies 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 specific cases, we also represent workers 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 employ an attorney before suing with any federal government firm such as the Equal Employment Opportunity Commission (EEOC). We routinely represent staff members before federal government firms and in court.

It is prohibited for an employer to permit a hostile workplace under a number of state and federal laws. Generally, a hostile workplace takes place when an employee experiences serious or pervasive harassment. For example, a manager who sexually harasses a subordinate can develop an unlawful hostile workplace. Similarly, usage of the “n-word,” ridiculing a handicapped staff member, or demeaning an employee’s faiths could create a hostile workplace.

It is unlawful for a company to retaliate against an employee for exercising office rights. This can include retaliation for grumbling about discrimination, harassment, work environment safety, unpaid overtime, or union arranging. Retaliatory acts include termination, failure to promote, or pay cuts. Retaliation can also include harassment or bullying developed to discourage other workers from making problems or acting against the company. Employees who understand financial or government fraud may have unique whistleblower defenses. Our law office represents whistleblowers in proceedings before the SEC, FINRA, and employment OSHA. We also represent whistleblowers in federal court actions worrying grant fraud, Medicare/Medicaid fraud, and employment defense contracting fraud.

Every year companies in the United States underpay their workers by billions of dollars. Most American employees are eligible 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 hourly rate. Sweating off the clock, including over lunch or after hours, is often prohibited. Only particular high-level supervisors, administrators, and experts might be paid a wage in lieu of overtime. The exceptions are few and far between.

While numerous employees are thought about tipped employees and are paid $2.13 per hour, overall payment should be at least $7.25 per hour, consisting of pointers. Additionally, companies must pay tipped staff members $5.12 rather of $2.13 or $3.20 when working overtime. It is illegal for employment a restaurant to need tipped workers to pay breakage charges, walked tabs, or share tips with cooking area personnel, janitors, or management.

Employees who get approved for household and medical leave are entitled to approximately twelve weeks of leave. Leave can be for the care of a partner, parent, or child. 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 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, an employee must be returned to the very same or an equivalent position.

Under the Americans with Disabilities Act (“ADA”) a company should supply a handicapped staff member with affordable accommodations. if it would allow the employee to carry out the vital functions of the job. Reasonable accommodations might consist of, modifying work schedules, brief term leave, working from home, or adjusting job duties.

The due date to file a work claim can be extremely short. If you are experiencing issues in your work environment or have actually been fired, employment contact our workplace immediately.