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Founded Date 12/08/1908
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Company Description
Dallas Employment Lawyers
Rob Wiley, P.C. is a Dallas law practice representing employees in lawsuits against companies. Typical cases consist of employment discrimination, retaliation, unsettled or mispaid wages, and failure to offer advantages like medical leave or affordable lodging. We have actually been representing workers considering that 2000 and have actually assisted thousands of Dallas workers.
Our office is staffed by 6 lawyers focused entirely on work law. We workplace out of a brought back Victorian estate initially developed in 1910. We are situated in the State-Thomas location of Uptown Dallas.
If you are looking for an employment legal representative to represent you in a legal dispute, please call us.
Having practiced work law for more than a decade, Rob Wiley knows it can be difficult to discover a certified work attorney in Texas. The majority of our clients have never had to hire a legal representative before. We advise you ask these 10 concerns to discover the best employment legal representative for you:
What percentage of your practice is committed to work law?The Law Office of Rob Wiley, P.C. devotes practically all of our practice to work law.
Do you typically represent employees or businesses? More than 99% of our customers are workers. Our Dallas employment lawyers strongly argue for enforcing and expanding employee rights. Because we do not represent employers, we are not worried about losing organization customers by passionately defending 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 actually licensed Rob Wiley as a Specialist in Labor employment and Employment Law.
Does your law practice have the necessary resources to handle my case? Yes. With 7 dedicated full-time lawyers in Dallas, employment we have the resources to deal with most cases.
Are you a solo practitioner or does your company worker several lawyers that can help with my case? We are a genuine law practice that works together as a team.
What do other work legal representatives think of you? Rob Wiley, Dallas employment lawyer, has an excellent reputation. 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 been named 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 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 lawyer disciplinary history at www.texasbar.com.
Will you meet me in person for the initial assessment? Yes. We strongly advocate for in person meetings. Most work cases are intricate. Our Dallas work lawyers want to meet with you in individual to have a meaningful conversation about your case.
Will I meet an actual lawyer for my initial consultation? Yes. Unlike numerous law office, we do not use paralegals or non-lawyer personnel for initial assessments.
Do you charge a preliminary consultation charge? If not, why not? Yes, we charge an assessment charge. By charging a consult fee, we dramatically minimize the number of preliminary consultations. This enables us to have an attorney present at every preliminary assessment. It likewise ensures that the customers we see are severe about their case. We believe that the majority of credible work attorneys charge for a preliminary consultation. In our opinion, work who do not charge for an initial seek advice from are generally not great.
The Law Office of Rob Wiley, P.C. represents employees in a range of conflicts 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 the majority of our cases are private cases, we likewise represent workers in class or employment collective actions and intricate lawsuits.
Discrimination is restricted 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 necessary to work with an attorney before submitting a claim with any federal government company such as the Equal Employment Opportunity Commission (EEOC). We frequently represent employees before federal government companies and in court.
It is prohibited for a company to allow a hostile work environment under a number of state and federal laws. Generally, a hostile workplace happens when an employee experiences serious or prevalent harassment. For example, a supervisor who sexually bugs a subordinate can create an unlawful hostile workplace. Similarly, usage of the “n-word,” ridiculing a disabled staff member, or demeaning an employee’s religions might produce a hostile workplace.
It is unlawful for an employer to retaliate versus a staff member for working out work environment rights. This can consist of retaliation for complaining about discrimination, harassment, employment office security, unpaid overtime, or union organizing. Retaliatory acts include termination, failure to promote, or pay cuts. Retaliation can also include harassment or bullying designed to discourage other employees from making complaints or taking action against the company. Employees who understand financial or federal government fraud might have special whistleblower protections. Our law office represents whistleblowers in proceedings before the SEC, FINRA, and OSHA. We likewise represent whistleblowers in federal court actions concerning grant fraud, Medicare/Medicaid fraud, and employment defense contracting scams.
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 incomes 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 certain high-level managers, administrators, and specialists may be paid a salary in lieu of overtime. The exceptions are scarce.
While lots of workers are considered tipped employees and are paid $2.13 per hour, total settlement needs to be at least $7.25 per hour, consisting of pointers. Additionally, companies need to pay tipped employees $5.12 rather of $2.13 or $3.20 when working overtime. It is unlawful for a dining establishment to need tipped workers to pay damage costs, walked tabs, or employment share suggestions with cooking area personnel, janitors, or management.
Employees who receive household and medical leave are entitled to as much as twelve weeks of leave. Leave can be for the care of a partner, parent, or child. Employees can likewise take personal medical leave for their own severe medical condition. Importantly, leave can be taken in blocks or employment on an intermittent, as needed basis. Employers can not retaliate versus employees who are looking for leave, have taken leave, or are returning from leave. After departing, a worker needs to be gone back to the very same or an equivalent position.
Under the Americans with Disabilities Act (“ADA”) a company must supply a handicapped staff member with reasonable accommodations. if it would allow the worker to perform the vital functions of the job. Reasonable lodgings might consist of, customizing work schedules, short term leave, working from home, or changing job responsibilities.
The due date to file an employment claim can be exceptionally short. If you are experiencing issues in your workplace or have actually been fired, call our workplace right away.