Rob Wiley, P.C. is a Dallas law office representing workers in suits against employers. Typical cases consist of employment discrimination, retaliation, overdue or mispaid incomes, and failure to provide advantages like medical leave or affordable accommodation. We have been representing staff members since 2000 and have helped thousands of Dallas employees.
Our office is staffed by 6 lawyers focused entirely on work law. We office out of a brought back Victorian estate initially built in 1910. We lie in the State-Thomas location of Uptown Dallas.
If you are trying to find a work lawyer to represent you in a legal conflict, please contact us.
Having practiced work law for more than a decade, Rob Wiley understands it can be tough to find a certified employment legal representative in Texas. The majority of our clients have never had to work with a lawyer before. We advise you ask these ten concerns to discover the best work attorney 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 employment law.
Do you normally represent workers or businesses? More than 99% of our customers are workers. Our Dallas employment lawyers strongly argue for imposing and expanding employee rights. Because we do not represent companies, we are not worried about losing business clients by passionately defending 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 actually licensed Rob Wiley as a Professional in Labor and Employment Law.
Does your law practice have the needed 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 specialist or does your firm staff member several lawyers that can assist with my case? We are a real law company that collaborates as a team.
What do other employment legal representatives think about you? Rob Wiley, Dallas employment legal representative, has an excellent track record. Mr. Wiley is a chosen 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 named a Texas Super Lawyer by Thompson Reuters every year given that 2014, named a Super Lawyers Rising Star from 2012-2013, and has been welcomed to speak at numerous lawyer training conferences throughout 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 in person for the preliminary assessment? Yes. We strongly advocate for face-to-face conferences. Most work cases are complex. Our Dallas employment legal representatives want to meet you in person to have a meaningful discussion about your case.
Will I meet an actual attorney for my initial consultation? Yes. Unlike many law companies, we do not use paralegals or non-lawyer personnel for preliminary assessments.
Do you charge an initial assessment charge? If not, why not? Yes, we charge an assessment cost. By charging a speak with cost, we significantly lower the number of initial assessments. This allows us to have a lawyer present at every . It likewise ensures that the clients we see are serious about their case. Our company believe that most reputable work attorneys charge for a preliminary consultation. In our viewpoint, employment employment legal representatives who do not charge for an initial seek advice from are generally not great.
The Law Office of Rob Wiley, P.C. represents staff members in a range of disputes 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 filed in state or federal court. Although many of our cases are private cases, we also represent employees in class or cumulative 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 essential to employ an attorney before filing a claim with any government firm such as the Equal Employment Opportunity Commission (EEOC). We frequently represent workers before federal government companies and in court.
It is unlawful for an employer to allow a hostile workplace under several state and federal laws. Generally, a hostile workplace happens when a staff member experiences severe or prevalent harassment. For example, a supervisor who sexually pesters a subordinate can produce an illegal hostile workplace. Similarly, usage of the "n-word," taunting a handicapped employee, or demeaning a worker's spiritual beliefs might develop a hostile work environment.
It is unlawful for an employer to retaliate versus a worker for exercising workplace rights. This can consist of retaliation for grumbling about discrimination, employment harassment, workplace safety, unsettled overtime, or union arranging. Retaliatory acts include termination, failure to promote, or pay cuts. Retaliation can also consist of harassment or bullying designed to discourage other staff members from making complaints or taking action against the company. Employees who understand monetary or government fraud might have special whistleblower protections. Our law workplace represents whistleblowers in proceedings before the SEC, FINRA, and OSHA. We also represent whistleblowers in federal court actions worrying grant fraud, Medicare/Medicaid fraud, and defense contracting fraud.
Every year employers 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 incomes of one-and-one-half times their regular hourly rate. Sweating off the clock, including over lunch or after hours, is often illegal. Only specific top-level managers, administrators, and professionals may be paid a wage in lieu of overtime. The exceptions are few and far in between.
While lots of staff members are thought about tipped employees and are paid $2.13 per hour, total payment needs to be at least $7.25 per hour, consisting of suggestions. Additionally, companies should pay tipped workers $5.12 rather of $2.13 or $3.20 when working overtime. It is prohibited for a dining establishment to need tipped workers to pay damage charges, strolled tabs, or share pointers with kitchen personnel, 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 spouse, 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 against staff members who are seeking leave, have actually departed, or are returning from leave. After taking leave, an employee needs to be gone back to the very same or an equivalent position.
Under the Americans with Disabilities Act ("ADA") a company should offer a disabled worker with affordable accommodations. if it would allow the employee to perform the necessary functions of the job. Reasonable lodgings could consist of, modifying work schedules, brief term leave, working from home, or adjusting task duties.
The deadline to file a work claim can be exceptionally brief. If you are experiencing issues in your workplace or have actually been fired, contact our workplace immediately.
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Dallas Employment Lawyers
Adalberto Goodwin edited this page 1 month ago