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Dallas Employment Lawyers
Rob Wiley, P.C. is a Dallas law practice representing workers in lawsuits against companies. Typical cases include work discrimination, retaliation, unpaid or mispaid incomes, and failure to supply advantages like medical leave or affordable accommodation. We have been representing workers since 2000 and have helped thousands of Dallas employees.
Our workplace is staffed by six attorneys focused exclusively on employment law. We office out of a restored Victorian estate originally constructed in 1910. We are located in the State-Thomas area of Uptown Dallas.
If you are looking for an employment lawyer to represent you in a legal conflict, please call us.
Having practiced work law for more than a years, Rob Wiley knows it can be tough to find a qualified employment lawyer in Texas. The majority of our clients have never ever needed to employ a legal representative before. We recommend you ask these 10 concerns to find the best employment lawyer for you:
What percentage of your practice is committed to employment law?The Law Office of Rob Wiley, P.C. devotes almost all of our practice to employment law.
Do you typically represent workers or businesses? More than 99% of our customers are staff members. Our Dallas work lawyers strongly argue for enforcing and broadening employee rights. Because we do not represent companies, we are not interested in losing company customers by passionately combating for 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 accredited Rob Wiley as a Specialist in Labor and Employment Law.
Does your law practice have the essential resources to handle my case? Yes. With 7 devoted full-time lawyers in Dallas, we have the resources to handle most cases.
Are you a solo professional or does your company worker numerous lawyers that can help with my case? We are a real law practice that collaborates as a group.
What do other employment attorneys think of you? Rob Wiley, job Dallas employment legal representative, has an excellent 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 because 2014, named a Super Lawyers Rising Star from 2012-2013, and has actually been invited to speak at numerous legal representative training conferences throughout the United States and globally.
Have you ever been reprimanded or disciplined by a bar association? No. You can validate attorney disciplinary history at www.texasbar.com.
Will you meet with me in person for the preliminary assessment? Yes. We strongly promote for in person conferences. Most employment cases are complicated. Our Dallas work attorneys wish to meet you in person to have a significant conversation about your case.
Will I satisfy an actual lawyer for my preliminary consultation? Yes. Unlike lots of law office, we do not use paralegals or non-lawyer personnel for initial consultations.
Do you charge a preliminary assessment fee? If not, why not? Yes, we charge an assessment charge. By charging a seek advice from fee, we considerably lower the variety of preliminary consultations. This enables us to have an attorney present at every initial consultation. It likewise makes sure that the customers we see are major about their case. Our company believe that many trusted work attorneys charge for a preliminary assessment. In our viewpoint, work lawyers who do not charge for an initial speak with are generally not excellent.
The Law Office of Rob Wiley, P.C. represents staff members in a range of disagreements with their employers. Many 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 the majority of our cases are private cases, we also represent workers in class or collective actions and complex litigation.
Discrimination is prohibited 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 very important to hire an attorney before submitting a claim with any government firm such as the Equal Job Opportunity Commission (EEOC). We routinely represent staff members before federal government companies and job in court.
It is unlawful for a company to allow a hostile workplace under a number of state and federal laws. Generally, job a hostile workplace happens when a worker experiences severe or job pervasive harassment. For example, a supervisor who sexually bugs a subordinate can create an illegal hostile workplace. Similarly, use of the “n-word,” ridiculing a handicapped staff member, or demeaning a staff member’s religions could create a hostile workplace.
It is unlawful for a company to retaliate against a worker for working out office rights. This can include retaliation for complaining about discrimination, harassment, workplace safety, overdue overtime, job or union organizing. Retaliatory acts include termination, failure to promote, or pay cuts. Retaliation can also include harassment or bullying created to discourage other workers from making complaints or taking action against the company. Employees who understand monetary or federal 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 concerning grant fraud, Medicare/Medicaid fraud, and defense contracting fraud.
Every year companies in the United States underpay their staff members by billions of dollars. Most American employees 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 per hour rate. Working off the clock, consisting of over lunch or after hours, is usually illegal. Only particular top-level managers, administrators, and experts might be paid a wage in lieu of overtime. The exceptions are scarce.
While lots of staff members are thought about tipped workers and are paid $2.13 per hour, total compensation should be at least $7.25 per hour, including suggestions. Additionally, employers need to pay tipped employees $5.12 rather of $2.13 or $3.20 when working overtime. It is prohibited for a dining establishment to need tipped staff members to pay breakage costs, strolled tabs, or share ideas with kitchen staff, janitors, or management.
Employees who get approved for household and medical leave are entitled to up to twelve weeks of leave. Leave can be for the care of a spouse, parent, or kid. Employees can likewise take personal medical leave for their own major medical condition. Importantly, job leave can be taken in blocks or on a periodic, as required basis. Employers can not retaliate against employees who are seeking leave, have actually departed, or are returning from leave. After departing, a worker should be to the exact same or an equivalent position.
Under the Americans with Disabilities Act (“ADA”) a company must provide a handicapped worker with affordable accommodations. if it would enable the worker to carry out the essential functions of the task. Reasonable lodgings could include, customizing work schedules, short term leave, working from home, or adjusting job tasks.
The due date to submit an employment claim can be extremely brief. If you are experiencing issues in your office or have been fired, contact our office right away.