Overview

  • Founded Date February 19, 2015
  • Sectors Engineering
  • Posted Jobs 0
  • Viewed 4

Company Description

Dallas Employment Lawyers

Rob Wiley, P.C. is a Dallas law office representing employees in suits versus companies. Typical cases consist of work discrimination, retaliation, unsettled or mispaid incomes, and failure to provide benefits like medical leave or sensible accommodation. We have been representing staff members given that 2000 and have actually assisted countless Dallas workers.

Our workplace is staffed by six lawyers focused solely on work law. We office out of a brought back Victorian mansion originally integrated in 1910. We are located in the State-Thomas location of Uptown Dallas.

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

Having practiced employment law for more than a decade, Rob Wiley understands it can be difficult to find a qualified work attorney in Texas. Most of our clients have actually never needed to work with a lawyer before. We advise you ask these ten concerns to find the very best employment legal representative for you:

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

Do you generally represent employees or companies? More than 99% of our customers are employees. Our Dallas work attorneys strongly argue for implementing and broadening worker rights. Because we do not represent companies, we are not worried about losing organization customers by passionately defending workers.

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 required resources to manage my case? Yes. With seven 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 help with my case? We are a genuine law practice that interacts as a group.

What do other employment attorneys think about you? Rob Wiley, Dallas employment attorney, has an outstanding 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 actually been called a Texas Super Lawyer by Thompson Reuters every year since 2014, named a Super Lawyers Rising Star from 2012-2013, and employment has actually been welcomed to speak at numerous attorney training conferences across the United States and globally.

Have you ever been reprimanded or disciplined by a bar association? No. You can confirm lawyer disciplinary history at www.texasbar.com.

Will you satisfy with me face-to-face for the preliminary consultation? Yes. We highly advocate for in person conferences. Most employment cases are complicated. Our Dallas work lawyers wish to meet you face to face to have a significant discussion about your case.

Will I satisfy a real lawyer for my initial consultation? Yes. Unlike numerous law practice, we do not use paralegals or non-lawyer personnel for initial assessments.

Do you charge a preliminary consultation fee? If not, why not? Yes, we charge an assessment charge. By charging a speak with cost, we significantly minimize the number of preliminary assessments. This allows us to have an attorney present at every preliminary assessment. It likewise makes sure that the customers we see are severe about their case. We believe that the majority of reliable work lawyers charge for a preliminary assessment. In our opinion, employment attorneys who do not charge for a preliminary seek advice from are generally not really excellent.

The Law Office of Rob Wiley, P.C. represents workers in a range of conflicts with their companies. 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 many of our cases are individual cases, we likewise represent employees in class or cumulative actions and intricate litigation.

Discrimination is prohibited 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 employment other state and federal laws. In our experience, it is very important to employ a lawyer before suing with any federal government company such as the Equal Employment Opportunity Commission (EEOC). We routinely represent workers before government agencies and in court.

It is illegal for an employer to allow a hostile work environment under several state and federal laws. Generally, a hostile workplace happens when a worker experiences extreme or prevalent harassment. For example, a manager who sexually harasses a subordinate can produce an unlawful hostile work environment. Similarly, use of the “n-word,” teasing a disabled employee, or demeaning a worker’s religious beliefs could create a hostile workplace.

It is illegal for an employer to retaliate against a worker for exercising 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 likewise include harassment or bullying created to discourage other workers from making grievances or acting versus the employer. Employees who are aware of monetary or government scams might have unique whistleblower protections. Our law workplace represents whistleblowers in proceedings before the SEC, FINRA, and OSHA. We likewise represent whistleblowers in federal court actions worrying grant scams, Medicare/Medicaid scams, and defense contracting fraud.

Every year employers in the United States underpay their workers by billions of dollars. Most American workers are eligible to be paid (1) base pay which is presently $7.25 per hour, and (2) overtimes incomes of one-and-one-half times their regular per hour rate. Sweating off the clock, including over lunch or after hours, is generally illegal. Only certain top-level managers, administrators, and specialists might be paid a salary in lieu of overtime. The exceptions are few and far between.

While many employees are considered tipped workers and are paid $2.13 per hour, total compensation must be at least $7.25 per hour, including tips. Additionally, employers must pay tipped employees $5.12 rather of $2.13 or $3.20 when working overtime. It is illegal for a dining establishment to require tipped staff members to pay breakage costs, strolled tabs, or share ideas with cooking area personnel, janitors, or employment management.

Employees who qualify for household and medical leave are entitled to up to twelve weeks of leave. Leave can be for the care of a partner, parent, or child. Employees can likewise take individual medical leave for their own severe medical condition. Importantly, leave can be taken in blocks or on a periodic, as required basis. Employers can not retaliate versus staff members who are looking for leave, have taken leave, or are returning from leave. After taking leave, a staff member should be gone back to the exact same or a comparable position.

Under the Americans with Disabilities Act (“ADA”) a company must supply a handicapped worker with sensible lodgings. if it would permit the employee to perform the vital functions of the task. Reasonable accommodations might include, modifying work schedules, short-term leave, working from home, or changing job duties.

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