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Founded Date September 5, 1977
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Sectors Healthcare & Life Sciences
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Posted Jobs 0
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Company Description
Dallas Employment Lawyers
Rob Wiley, P.C. is a Dallas law practice representing workers in claims against companies. Typical cases include work discrimination, retaliation, unpaid or mispaid salaries, and failure to provide benefits like medical leave or reasonable accommodation. We have been representing workers since 2000 and have actually assisted thousands of Dallas workers.
Our office is staffed by 6 attorneys focused solely on employment law. We workplace out of a brought back Victorian mansion initially integrated in 1910. We lie in the State-Thomas area of Uptown Dallas.
If you are trying to find a work attorney to represent you in a legal disagreement, please contact us.
Having practiced employment law for more than a decade, Rob Wiley understands it can be tough to discover a qualified employment legal representative in Texas. Most of our have actually never needed to hire a legal representative before. We advise you ask these ten concerns to find the finest work attorney for you:
What portion of your practice is devoted to work law?The Law Office of Rob Wiley, P.C. devotes practically all of our practice to employment law.
Do you normally represent employees or services? More than 99% of our clients are staff members. Our Dallas work attorneys strongly argue for implementing and broadening worker rights. Because we do not represent employers, we are not worried about losing business 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 certified Rob Wiley as a Professional in Labor and Employment Law.
Does your law company have the required resources to manage my case? Yes. With seven dedicated full-time lawyers in Dallas, we have the resources to handle most cases.
Are you a solo practitioner or does your firm staff member several attorneys that can help with my case? We are a genuine law company that interacts as a team.
What do other work lawyers consider you? Rob Wiley, Dallas work legal representative, has an outstanding track record. Mr. Wiley is an elected member of the Dallas Bar Association’s Employment Law Council, employment is the past president of the Dallas-Fort Worth Employment 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 actually been welcomed to speak at numerous lawyer training conferences across the United States and employment globally.
Have you ever been reprimanded or disciplined by a bar association? No. You can verify attorney disciplinary history at www.texasbar.com.
Will you fulfill with me face-to-face for the initial consultation? Yes. We highly advocate for in person conferences. Most work cases are complex. Our Dallas employment attorneys want to consult with you personally to have a significant conversation about your case.
Will I fulfill an actual lawyer for my preliminary consultation? Yes. Unlike many law office, we do not utilize paralegals or non-lawyer personnel for initial consultations.
Do you charge a preliminary consultation cost? If not, why not? Yes, we charge an assessment fee. By charging a speak with charge, we significantly reduce the number of preliminary consultations. This allows us to have a lawyer present at every preliminary assessment. It also makes sure that the clients we see are major about their case. We believe that a lot of reputable work lawyers charge for an initial assessment. In our opinion, employment legal representatives who do not charge for a preliminary consult are usually not excellent.
The Law Office of Rob Wiley, P.C. represents workers in a range of disagreements with their employers. 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 many of our cases are specific cases, we also represent workers in class or cumulative actions and complicated lawsuits.
Discrimination is forbidden under Title VII of the Civil Rights Act of 1964, the Americans with Disabilities Act, the Age Discrimination in Employment Act, employment the Pregnancy Discrimination Act, and other state and federal laws. In our experience, it is essential to employ an attorney before filing a claim with any federal government company such as the Equal Employment Opportunity Commission (EEOC). We regularly represent employees before government companies and in court.
It is illegal for a company to permit a hostile work environment under a number of state and federal laws. Generally, a hostile work environment occurs when a staff member experiences severe or pervasive harassment. For instance, a supervisor who sexually bothers a subordinate can create an illegal hostile workplace. Similarly, use of the “n-word,” taunting a disabled staff member, or demeaning a staff member’s religions could create a hostile work environment.
It is prohibited for a company to retaliate versus an employee for working out workplace rights. This can include retaliation for grumbling about discrimination, harassment, workplace security, unsettled overtime, or union organizing. Retaliatory acts include termination, employment failure to promote, or pay cuts. Retaliation can also consist of harassment or bullying developed to discourage other employees from making complaints or taking action versus the company. Employees who know financial or government scams might have unique whistleblower defenses. Our law office 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 employers in the United States underpay their staff members by billions of dollars. Most American workers are qualified to be paid (1) base pay which is currently $7.25 per hour, and (2) overtimes earnings of one-and-one-half times their regular hourly rate. Working off the clock, consisting of over lunch or after hours, is often prohibited. Only specific high-level supervisors, administrators, and professionals might be paid an income in lieu of overtime. The exceptions are couple of and far in between.
While numerous employees are thought about tipped employees and are paid $2.13 per hour, overall settlement needs to be at least $7.25 per hour, including ideas. Additionally, employers must pay tipped workers $5.12 rather of $2.13 or $3.20 when working overtime. It is unlawful for a dining establishment to require tipped workers to pay damage costs, strolled tabs, or share suggestions with cooking area staff, janitors, or employment management.
Employees who certify for household and medical leave are entitled to up to twelve weeks of leave. Leave can be for the care of a spouse, moms and dad, or kid. Employees can likewise take personal medical leave for their own severe 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 looking for leave, have taken leave, or are returning from leave. After taking leave, a staff member needs to be returned to the same or an equivalent position.
Under the Americans with Disabilities Act (“ADA”) a company should offer a handicapped staff member with sensible accommodations. if it would permit the worker to carry out the vital functions of the job. Reasonable accommodations might include, modifying work schedules, brief term leave, working from home, or changing job responsibilities.
The due date to file an employment claim can be incredibly brief. If you are experiencing problems in your workplace or have actually been fired, call our office right away.