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Founded Date 28/09/1918
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Sectors Automotive Jobs
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Company Description
Dallas Employment Lawyers
Rob Wiley, P.C. is a Dallas law company representing workers in claims against companies. Typical cases include work discrimination, retaliation, unpaid or mispaid salaries, and failure to provide advantages like medical leave or sensible accommodation. We have been representing staff members since 2000 and referall.us have helped thousands of Dallas employees.
Our workplace is staffed by six lawyers focused solely on employment law. We workplace out of a brought back Victorian estate initially integrated in 1910. We lie in the State-Thomas area of Uptown Dallas.
If you are trying to find an employment legal representative to represent you in a legal dispute, please call us.
Having practiced employment law for more than a decade, Rob Wiley knows it can be hard to discover a qualified work lawyer in Texas. Most of our clients have actually never needed to hire a legal representative before. We recommend you ask these 10 concerns to find the very best work lawyer for you:
What portion of your practice is dedicated to employment law?The Law Office of Rob Wiley, P.C. devotes almost all of our practice to work law.
Do you generally represent employees or services? More than 99% of our customers are workers. Our Dallas employment attorneys aggressively argue for implementing and broadening worker rights. Because we do not represent companies, we are not worried about losing business customers by passionately fighting for workers.
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 certified Rob Wiley as an Expert in Labor and Employment Law.
Does your law practice have the required resources to manage my case? Yes. With seven dedicated full-time attorneys in Dallas, we have the resources to deal with most cases.
Are you a solo practitioner or does your firm staff member numerous lawyers that can help with my case? We are a genuine law firm that interacts as a group.
What do other work legal representatives believe about you? Rob Wiley, Dallas work legal representative, has an exceptional reputation. 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 called a Texas Super Lawyer by Thompson Reuters every year because 2014, called a Super Lawyers Rising Star from 2012-2013, and has actually been invited to speak at numerous attorney training conferences across the United States and worldwide.
Have you ever been reprimanded or disciplined by a bar association? No. You can validate lawyer disciplinary history at www.texasbar.com.
Will you fulfill with me face-to-face for the initial consultation? Yes. We strongly promote for in person conferences. Most employment cases are intricate. Our Dallas employment legal representatives wish to consult with you in individual to have a meaningful conversation about your case.
Will I fulfill a real lawyer for my preliminary consultation? Yes. Unlike numerous law office, we do not utilize paralegals or non-lawyer staff for preliminary assessments.
Do you charge a preliminary assessment cost? If not, why not? Yes, we charge an assessment fee. By charging a seek advice from charge, we drastically minimize the number of initial consultations. This permits us to have a lawyer present at every preliminary assessment. It also makes sure that the customers we see are severe about their case. Our company believe that a lot of trusted work lawyers charge for a preliminary consultation. In our viewpoint, employment lawyers who do not charge for an initial seek advice from are normally not extremely great.
The Law Office of Rob Wiley, P.C. represents staff members in a range of disputes with their companies. Much 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 private cases, we also represent employees in class or collective actions and intricate lawsuits.
Discrimination is restricted 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 work with an attorney before filing a claim with any federal government firm such as the Equal Employment Opportunity Commission (EEOC). We routinely represent workers before government agencies and in court.
It is prohibited for an employer to permit a hostile workplace under a number of state and federal laws. Generally, a hostile workplace takes place when a staff member experiences severe or prevalent harassment. For instance, a supervisor who sexually pesters a subordinate can develop an illegal hostile work environment. Similarly, use of the „n-word,“ ridiculing a disabled worker, or demeaning an employee’s faiths might develop a hostile work environment.
It is prohibited for an employer to strike back versus a staff member for exercising work environment rights. This can consist of retaliation for complaining about discrimination, harassment, work environment safety, unpaid overtime, or union organizing. Retaliatory acts consist of termination, failure to promote, or pay cuts. Retaliation can also consist of harassment or bullying developed to deter other employees from making complaints or taking action versus the company. Employees who understand monetary or government scams might have special whistleblower securities. Our law office represents whistleblowers in proceedings before the SEC, FINRA, and OSHA. We also represent whistleblowers in federal court actions worrying grant scams, Medicare/Medicaid fraud, and defense contracting scams.
Every year companies in the United States underpay their employees by billions of dollars. Most American employees are qualified to be paid (1) base pay which is currently $7.25 per hour, and (2) overtimes incomes of one-and-one-half times their regular per hour rate. Sweating off the clock, of over lunch or after hours, is nearly constantly illegal. Only particular high-level managers, administrators, and professionals might be paid a salary in lieu of overtime. The exceptions are scarce.
While numerous employees are considered tipped employees and are paid $2.13 per hour, total settlement must be at least $7.25 per hour, consisting of tips. Additionally, employers should pay tipped employees $5.12 rather of $2.13 or $3.20 when working overtime. It is unlawful for a restaurant to need tipped workers to pay breakage fees, walked tabs, or share suggestions with kitchen personnel, janitors, or management.
Employees who receive family and medical leave are entitled to as much as twelve weeks of leave. Leave can be for the care of a partner, moms and dad, or child. Employees can also take personal 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 employees who are seeking leave, have departed, or are returning from leave. After departing, a worker must be returned to the exact same or a comparable position.
Under the Americans with Disabilities Act („ADA“) an employer need to offer a disabled worker with affordable accommodations. if it would allow the worker to perform the necessary functions of the task. Reasonable accommodations could include, customizing work schedules, short-term leave, working from home, or changing job duties.
The due date to submit an employment claim can be exceptionally short. If you are experiencing problems in your workplace or have actually been fired, contact our office right away.