Overview

  • Founded Date February 23, 1945
  • Sectors Health Care
  • Posted Jobs 0
  • Viewed 8
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Company Description

Dallas Employment Lawyers

Rob Wiley, P.C. is a Dallas law practice representing workers in lawsuits versus employers. Typical cases include employment discrimination, retaliation, unsettled or mispaid incomes, and failure to provide benefits like medical leave or sensible lodging. We have actually been representing staff members because 2000 and have helped countless Dallas workers.

Our workplace is staffed by six lawyers focused solely on employment law. We office out of a restored Victorian estate originally integrated in 1910. We lie in the State-Thomas location of Uptown Dallas.

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

Having practiced work law for more than a years, job Rob Wiley understands it can be challenging to discover a qualified work lawyer in Texas. The majority of our customers have actually never had to work with an attorney before. We advise you ask these ten questions to discover the finest employment lawyer for you:

What percentage of your practice is committed to work law?The Law Office of Rob Wiley, P.C. commits nearly all of our practice to work law.

Do you normally represent employees or organizations? More than 99% of our customers are employees. Our Dallas employment attorneys strongly argue for imposing and expanding employee rights. Because we do not represent companies, we are not interested in losing service customers by passionately defending workers.

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 certified Rob Wiley as a Specialist in Labor and Employment Law.

Does your law office have the essential resources to handle my case? Yes. With 7 devoted full-time attorneys in Dallas, we have the resources to deal with most cases.

Are you a solo practitioner or does your firm employee a number of attorneys that can help with my case? We are a real law practice that collaborates as a group.

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

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

Will you consult with me in person for the preliminary consultation? Yes. We strongly advocate for in person meetings. Most employment cases are complex. Our Dallas work legal representatives wish to meet you in individual to have a meaningful conversation about your case.

Will I meet an actual lawyer for my preliminary assessment? Yes. Unlike numerous law firms, we do not use paralegals or non-lawyer personnel for initial assessments.

Do you charge an initial consultation charge? If not, why not? Yes, we charge an assessment cost. By charging a consult charge, we considerably minimize the variety of initial assessments. This allows us to have a lawyer present at every preliminary consultation. It also guarantees that the customers we see are major about their case. We think that a lot of trustworthy employment attorneys charge for a preliminary assessment. In our opinion, work lawyers who do not charge for an initial consult are usually not really excellent.

The Law Office of Rob Wiley, P.C. represents staff members in a range of disagreements with their companies. Much 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 individual cases, we also represent workers in class or cumulative actions and complicated litigation.

Discrimination is forbidden 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 essential to hire an attorney before filing a claim with any government agency such as the Equal Job Opportunity Commission (EEOC). We frequently represent workers before government firms and in court.

It is prohibited for a company to permit a hostile workplace under numerous state and federal laws. Generally, a hostile work environment takes place when an employee experiences extreme or prevalent harassment. For job example, a manager who sexually pesters a subordinate can create an unlawful hostile work environment. Similarly, usage of the “n-word,” taunting a handicapped employee, or demeaning a worker’s religions might produce a hostile workplace.

It is prohibited for a company to retaliate versus a staff member for exercising work environment rights. This can consist of retaliation for complaining about discrimination, harassment, office safety, overdue overtime, or union arranging. Retaliatory acts consist of termination, job failure to promote, or pay cuts. Retaliation can likewise consist of harassment or bullying created to deter other employees from making complaints or doing something about it against the employer. Employees who know monetary or government fraud might have unique whistleblower protections. Our law office represents whistleblowers in procedures before the SEC, FINRA, and OSHA. We likewise represent whistleblowers in federal court actions concerning 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 workers are eligible to be paid (1) base pay which is presently $7.25 per hour, and (2) overtimes wages of one-and-one-half times their regular hourly rate. Working off the clock, including over lunch or after hours, is usually unlawful. Only specific top-level managers, administrators, and job specialists might be paid an income in lieu of overtime. The exceptions are few and far between.

While lots of workers are thought about tipped employees and are paid $2.13 per hour, overall compensation needs to be at least $7.25 per hour, consisting of ideas. Additionally, employers need to pay tipped staff members $5.12 instead of $2.13 or job $3.20 when working overtime. It is prohibited for a dining establishment to require tipped staff members to pay breakage fees, walked tabs, or share pointers with kitchen staff, job janitors, or management.

Employees who get approved for family 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 personal medical leave for their own serious medical condition. Importantly, leave can be taken in blocks or on a periodic, as needed basis. Employers can not strike back versus workers who are looking for leave, have departed, or are returning from leave. After departing, a worker needs to be returned to the very same or a comparable position.

Under the Americans with Disabilities Act (“ADA”) a company must supply a handicapped worker with reasonable lodgings. 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 adjusting job responsibilities.

The deadline to submit a work claim can be extremely short. If you are experiencing problems in your office or have been fired, call our office right away.

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