Company Overview

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  • Founded 1977
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Company Description

Dallas Employment Lawyers

Rob Wiley, P.C. is a Dallas law office representing workers in suits against companies. Typical cases consist of work discrimination, retaliation, unsettled or mispaid salaries, and failure to offer advantages like medical leave or reasonable lodging. We have actually been representing staff members because 2000 and have assisted thousands of Dallas workers.

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

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

Having practiced work law for more than a years, Rob Wiley understands it can be tough to find a qualified work legal representative in Texas. Most of our clients have never needed to work with a lawyer before. We recommend you ask these ten concerns to discover the very best work attorney for you:

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

Do you generally represent employees or organizations? More than 99% of our customers are staff members. Our Dallas employment attorneys aggressively argue for implementing and employment broadening employee rights. Because we do not represent companies, we are not worried about losing service clients by passionately defending 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 actually accredited Rob Wiley as a Specialist in Labor and Employment Law.

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

Are you a solo professional or does your company staff member numerous lawyers that can help with my case? We are a genuine law practice that works together as a group.

What do other work attorneys think about you? Rob Wiley, Dallas work attorney, employment has an exceptional credibility. Mr. Wiley is a chosen 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 because 2014, called a Super Lawyers Rising Star from 2012-2013, and has been welcomed to speak at different legal representative training conferences throughout the United States and globally.

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

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

Will I meet a real lawyer for my preliminary assessment? Yes. Unlike numerous law companies, we do not utilize paralegals or non-lawyer personnel for preliminary consultations.

Do you charge an initial consultation cost? If not, why not? Yes, we charge an assessment charge. By charging a consult fee, we considerably minimize the number of preliminary consultations. This permits us to have a lawyer present at every preliminary assessment. It also ensures that the customers we see are serious about their case. We think that many respectable employment attorneys charge for an initial assessment. In our opinion, work attorneys who do not charge for a preliminary seek advice from are usually not great.

The Law Office of Rob Wiley, P.C. represents staff members in a range of disagreements with their companies. A number 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 the majority of our cases are specific cases, we likewise represent employees in class or cumulative actions and intricate lawsuits.

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 very important to work with an attorney before filing a claim with any government firm such as the Equal Job Opportunity Commission (EEOC). We routinely represent staff members before federal government companies and in court.

It is illegal for an employer to permit a hostile work environment under a number of state and federal laws. Generally, a hostile workplace occurs when a worker experiences extreme or prevalent harassment. For example, a supervisor who sexually bugs a subordinate can develop an unlawful hostile workplace. Similarly, usage of the “n-word,” teasing a disabled worker, or demeaning a staff member’s religious beliefs might create a hostile work environment.

It is illegal for a company to strike back against a staff member for employment exercising work environment rights. This can include retaliation for complaining about discrimination, harassment, workplace 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 developed to deter other employees from making complaints or acting against the employer. Employees who are mindful of financial or government scams 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 actions concerning grant fraud, Medicare/Medicaid scams, and defense contracting scams.

Every year companies in the United States underpay their employees by billions of . Most American employees are qualified to be paid (1) base pay 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, employment including over lunch or after hours, is nearly always illegal. Only specific top-level managers, administrators, and professionals may be paid a salary in lieu of overtime. The exceptions are scarce.

While many staff members are thought about tipped workers and are paid $2.13 per hour, total compensation must be at least $7.25 per hour, including suggestions. Additionally, companies need to pay tipped staff members $5.12 rather of $2.13 or $3.20 when working overtime. It is prohibited for a dining establishment to require tipped staff members to pay breakage charges, strolled tabs, or share tips with kitchen personnel, janitors, or management.

Employees who get approved for family and medical leave are entitled to as much as 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 severe medical condition. Importantly, leave can be taken in blocks or on an intermittent, as needed basis. Employers can not retaliate versus staff members who are looking for leave, have actually departed, or are returning from leave. After taking leave, a staff member should be gone back to the same or a comparable position.

Under the Americans with Disabilities Act (“ADA”) a company should provide a disabled worker with affordable lodgings. if it would enable the employee to carry out the essential functions of the job. Reasonable lodgings might consist of, customizing work schedules, short-term leave, working from home, or adjusting job responsibilities.

The due date to file an employment claim can be exceptionally short. If you are experiencing problems in your office or have been fired, call our workplace instantly.

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