Overview

  • Founded Date October 23, 1917
  • Posted Jobs 0
  • Viewed 12

Company Description

Dallas Employment Lawyers

Rob Wiley, P.C. is a Dallas law practice representing employees in claims versus employers. Typical cases consist of work discrimination, retaliation, unsettled or employment mispaid salaries, and failure to provide advantages like medical leave or affordable accommodation. We have actually been representing employees considering that 2000 and employment have actually helped thousands of Dallas employees.

Our workplace is staffed by six attorneys focused exclusively on work law. We office out of a brought back Victorian mansion originally developed in 1910. We are located in the State-Thomas location of Uptown Dallas.

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

Having practiced work law for more than a years, Rob Wiley knows it can be hard to discover a certified employment attorney in Texas. Most of our customers have never had to hire an attorney before. We recommend you ask these 10 concerns to find the very best work legal representative for you:

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

Do you generally represent employees or businesses? More than 99% of our customers are staff members. Our Dallas employment attorneys aggressively argue for imposing and expanding worker rights. Because we do not represent companies, we are not worried with losing company clients by passionately combating for 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 licensed Rob Wiley as a Specialist in Labor and Employment Law.

Does your law practice have the needed resources to manage my case? Yes. With 7 devoted full-time lawyers in Dallas, we have the resources to manage most cases.

Are you a solo professional or does your company employee a number of lawyers that can help with my case? We are a real law office that interacts as a group.

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

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

Will you satisfy with me face-to-face for the preliminary assessment? Yes. We highly advocate for in person conferences. Most employment cases are complicated. Our Dallas employment attorneys want to consult with you personally to have a significant discussion about your case.

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

Do you charge a preliminary assessment charge? If not, employment why not? Yes, we charge an assessment cost. By charging a speak with fee, we significantly decrease the variety of preliminary consultations. This enables us to have a lawyer present at every preliminary consultation. It also makes sure that the customers we see are major about their case. We think that most reputable employment attorneys charge for employment an initial consultation. In our viewpoint, work attorneys who do not charge for an initial seek advice from are typically not great.

The Law Office of Rob Wiley, P.C. represents workers in a range of disagreements with their companies. A number of our cases are before state and federal agencies 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 likewise represent employees in class or collective actions and complex 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 employment other state and federal laws. In our experience, it is very important to employ a lawyer before filing a claim with any federal government firm such as the Equal Employment Opportunity Commission (EEOC). We frequently represent staff members before federal government firms and employment in court.

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

It is unlawful for an employer to strike back against a worker for exercising office rights. This can include retaliation for grumbling about discrimination, harassment, work environment safety, overdue overtime, or union arranging. Retaliatory acts consist of termination, failure to promote, or pay cuts. Retaliation can likewise consist of harassment or bullying created to discourage other workers from making complaints or taking action versus the company. Employees who are aware of monetary or government scams may have special whistleblower defenses. Our law office represents whistleblowers in proceedings 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 currently $7.25 per hour, and (2) overtimes salaries of one-and-one-half times their regular hourly rate. Sweating off the clock, consisting of over lunch or after hours, is usually unlawful. Only particular top-level managers, administrators, and employment experts might be paid a wage in lieu of overtime. The exceptions are couple of and far in between.

While lots of workers are thought about tipped employees and are paid $2.13 per hour, overall compensation must be at least $7.25 per hour, including tips. Additionally, employers need to pay tipped $5.12 rather of $2.13 or $3.20 when working overtime. It is illegal for a restaurant to need tipped employees to pay damage charges, walked tabs, or share ideas with kitchen staff, janitors, or management.

Employees who receive household and medical leave are entitled to up to twelve weeks of leave. Leave can be for the care of a partner, parent, or kid. Employees can also take individual 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 retaliate versus workers who are seeking leave, have actually departed, or are returning from leave. After taking leave, an employee must be gone back to the exact same or a comparable position.

Under the Americans with Disabilities Act (“ADA”) an employer should offer a handicapped worker with sensible accommodations. if it would enable the worker to perform the important functions of the job. Reasonable accommodations could consist of, modifying work schedules, short-term leave, working from home, or changing task responsibilities.

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