Overview

  • Founded Date November 9, 1992
  • Posted Jobs 0
  • Viewed 7

Company Description

Dallas Employment Lawyers

Rob Wiley, P.C. is a Dallas law practice representing workers in lawsuits versus companies. Typical cases include work discrimination, retaliation, overdue or mispaid wages, and failure to offer benefits like medical leave or reasonable accommodation. We have actually been representing staff members considering that 2000 and have helped countless Dallas employees.

Our office is staffed by six lawyers focused entirely on employment law. We office out of a restored Victorian mansion originally constructed in 1910. We are situated in the State-Thomas area of Uptown Dallas.

If you are looking for an employment attorney to represent you in a legal dispute, please call us.

Having practiced employment law for more than a decade, Rob Wiley understands it can be challenging to find a certified work attorney in Texas. The majority of our customers have actually never needed to employ a legal representative before. We suggest you ask these ten concerns to find the very best employment attorney for you:

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

Do you typically represent workers or organizations? More than 99% of our customers are staff members. Our Dallas employment attorneys strongly argue for enforcing and broadening employee rights. Because we do not represent companies, we are not worried with losing organization clients by passionately fighting 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 an Expert in Labor and Employment Law.

Does your law practice have the required resources to handle my case? Yes. With 7 dedicated full-time attorneys in Dallas, we have the resources to manage most cases.

Are you a solo practitioner or does your company worker numerous attorneys that can help with my case? We are a real law company that works together as a team.

What do other work attorneys think of you? Rob Wiley, Dallas employment legal representative, has an excellent track record. 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 named a Texas Super Lawyer by Thompson Reuters every year considering that 2014, named a Super Lawyers Rising Star from 2012-2013, and has been welcomed to speak at various legal representative training conferences across the United States and globally.

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

Will you consult with me face-to-face for the preliminary consultation? Yes. We highly promote for referall.us in person meetings. Most work cases are complex. Our Dallas work legal representatives wish to satisfy with you face to face to have a significant discussion about your case.

Will I satisfy an actual attorney for my initial assessment? Yes. Unlike many law practice, we do not utilize paralegals or non-lawyer staff for initial consultations.

Do you charge an initial assessment charge? If not, why not? Yes, we charge an assessment fee. By charging a speak with fee, we considerably minimize the variety of preliminary consultations. This enables us to have an attorney present at every preliminary assessment. It also ensures that the clients we see are severe about their case. We think that many trusted work attorneys charge for a preliminary assessment. In our viewpoint, employment lawyers who do not charge for an initial consult are normally not great.

The Law Office of Rob Wiley, P.C. represents staff members in a variety of conflicts with their employers. Many of our cases are before state and federal firms like the EEOC, the Department of Labor, or the Texas Workforce Commission. Other cases are submitted in state or federal court. Although many of our cases are private cases, we also represent employees in class or collective actions and complex 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, the Pregnancy Discrimination Act, and other state and federal laws. In our experience, it is crucial to employ a lawyer before filing a claim with any federal government firm such as the Equal Employment Opportunity Commission (EEOC). We regularly represent workers before federal government companies and in court.

It is prohibited for an employer to allow a hostile workplace under several state and federal laws. Generally, a hostile workplace occurs when a staff member experiences extreme or pervasive harassment. For instance, a supervisor who sexually pesters a subordinate can develop an illegal hostile workplace. Similarly, usage of the “n-word,” ridiculing a disabled staff member, or demeaning an employee’s religions could produce a hostile work environment.

It is unlawful for an employer to retaliate against a worker for working out workplace rights. This can include retaliation for grumbling about discrimination, harassment, office safety, overdue overtime, or union arranging. Retaliatory acts consist of termination, failure to promote, or pay cuts. Retaliation can also consist of harassment or bullying developed to dissuade other employees from making grievances or doing something about it versus the company. Employees who are mindful of financial or government fraud may have unique whistleblower protections. Our law office represents whistleblowers in proceedings before the SEC, FINRA, and OSHA. We also represent whistleblowers in federal court concerning grant fraud, somalibidders.com Medicare/Medicaid fraud, and defense contracting fraud.

Every year companies in the United States underpay their employees by billions of dollars. Most American employees are qualified to be paid (1) minimum wage which is currently $7.25 per hour, and (2) overtimes earnings of one-and-one-half times their routine hourly rate. Working off the clock, including over lunch or after hours, is generally unlawful. Only certain top-level supervisors, administrators, and experts may be paid a salary in lieu of overtime. The exceptions are scarce.

While many staff members are considered tipped employees and are paid $2.13 per hour, total payment must be at least $7.25 per hour, consisting of pointers. Additionally, employers must pay tipped staff members $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 damage costs, strolled tabs, or share tips with kitchen personnel, janitors, or management.

Employees who certify for family and medical leave are entitled to approximately twelve weeks of leave. Leave can be for the care of a spouse, moms and dad, 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 required basis. Employers can not retaliate versus employees who are seeking leave, have actually taken leave, or are returning from leave. After departing, a staff member must be returned to the exact same or an equivalent position.

Under the Americans with Disabilities Act (“ADA”) an employer should offer a handicapped staff member with sensible accommodations. if it would permit the employee to carry out the important functions of the task. Reasonable accommodations might include, customizing work schedules, brief term leave, working from home, or changing task tasks.

The deadline to submit an employment claim can be incredibly brief. If you are experiencing issues in your workplace or have been fired, call our workplace immediately.