Overview

  • Founded Date July 14, 1931
  • Sectors Operations Specialist
  • Posted Jobs 0
  • Viewed 5

Company Description

Dallas Employment Lawyers

Rob Wiley, P.C. is a Dallas law company representing employees in claims versus companies. Typical cases consist of work discrimination, retaliation, unsettled or mispaid salaries, and employment failure to offer benefits like medical leave or reasonable accommodation. We have actually been representing staff members because 2000 and have helped thousands of Dallas employees.

Our workplace is staffed by six lawyers focused exclusively on work law. We workplace out of a restored Victorian mansion originally integrated in 1910. We lie in the State-Thomas area of Uptown Dallas.

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

Having practiced work law for more than a decade, Rob Wiley understands it can be hard to find a certified employment legal representative in Texas. The majority of our clients have never ever needed to work with a legal representative before. We advise you ask these 10 concerns to discover the very best employment legal representative for you:

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

Do you generally represent workers or organizations? More than 99% of our customers are workers. Our Dallas work attorneys strongly argue for imposing and broadening employee rights. Because we do not represent companies, we are not worried with losing organization clients by passionately defending staff members.

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 actually licensed Rob Wiley as an Expert in Labor and Employment Law.

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

Are you a solo specialist or does your company staff member numerous lawyers that can assist with my case? We are a genuine law company that collaborates as a team.

What do other employment lawyers think about you? Rob Wiley, Dallas employment lawyer, has an exceptional track record. Mr. Wiley is a chosen member of the Dallas Bar Association’s Employment Law Council, is the previous president of the Dallas-Fort Worth Employment Lawyers Association, has been called a Texas Super Lawyer by Thompson Reuters every year because 2014, named a Super Lawyers Rising Star from 2012-2013, and has been welcomed 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 verify lawyer disciplinary history at www.texasbar.com.

Will you satisfy with me in person for the preliminary assessment? Yes. We strongly promote for face-to-face conferences. Most employment cases are intricate. Our Dallas work attorneys wish to meet you personally to have a significant discussion about your case.

Will I satisfy a real lawyer for my initial assessment? Yes. Unlike many law office, we do not use paralegals or non-lawyer staff for preliminary consultations.

Do you charge an initial assessment fee? If not, why not? Yes, we charge an assessment fee. By charging a consult charge, we considerably reduce the variety of preliminary assessments. This permits us to have a lawyer present at every preliminary consultation. It likewise guarantees that the clients we see are serious about their case. Our company believe that a lot of respectable employment attorneys charge for an initial consultation. In our opinion, employment legal representatives who do not charge for a preliminary consult are normally not very good.

The Law Office of Rob Wiley, P.C. represents staff members in a variety of conflicts with their companies. 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 filed in state or federal court. Although the majority of our cases are specific cases, we likewise represent workers in class or collective actions and intricate litigation.

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 important to work with a lawyer before suing with any federal government company such as the Equal Job Opportunity Commission (EEOC). We frequently represent workers before federal government firms and employment in court.

It is prohibited for an employer to permit a hostile work environment under a number of state and federal laws. Generally, a hostile work takes place when a worker experiences serious or pervasive harassment. For instance, a supervisor who sexually bothers a subordinate can develop an unlawful hostile work environment. Similarly, use of the “n-word,” teasing a handicapped staff member, or demeaning a worker’s religious beliefs could produce a hostile workplace.

It is prohibited for a company to retaliate against a worker for exercising workplace rights. This can consist of retaliation for grumbling about discrimination, harassment, workplace safety, unpaid overtime, or union organizing. Retaliatory acts consist of termination, failure to promote, or pay cuts. Retaliation can likewise consist of harassment or bullying designed to discourage other workers from making grievances or acting versus the company. Employees who understand financial or government fraud may have unique whistleblower defenses. Our law workplace represents whistleblowers in procedures before the SEC, FINRA, and OSHA. We likewise represent whistleblowers in federal court actions worrying grant scams, Medicare/Medicaid fraud, and defense contracting fraud.

Every year companies in the United States underpay their workers by billions of dollars. Most American employees are qualified to be paid (1) base pay which is currently $7.25 per hour, and (2) overtimes salaries of one-and-one-half times their regular hourly rate. Working off the clock, including over lunch or after hours, is generally unlawful. Only specific high-level managers, administrators, and professionals may be paid a wage in lieu of overtime. The exceptions are scarce.

While many workers are thought about tipped staff members and are paid $2.13 per hour, overall settlement needs to be at least $7.25 per hour, consisting of ideas. Additionally, companies should pay tipped staff members $5.12 rather of $2.13 or $3.20 when working overtime. It is unlawful for a dining establishment to need tipped employees to pay damage fees, walked tabs, or share suggestions with kitchen area staff, janitors, or management.

Employees who receive family and medical leave are entitled to up to twelve weeks of leave. Leave can be for the care of a spouse, moms and dad, employment or kid. Employees can likewise take personal 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 retaliate against staff members who are seeking leave, have actually taken leave, or are returning from leave. After departing, an employee needs to be returned to the very same or an equivalent position.

Under the Americans with Disabilities Act (“ADA”) an employer should supply a handicapped worker with sensible lodgings. if it would allow the worker to carry out the necessary functions of the job. Reasonable accommodations might include, modifying work schedules, short-term leave, working from home, or changing job responsibilities.

The deadline to file an employment claim can be incredibly short. If you are experiencing problems in your workplace or have been fired, call our workplace right away.