Dallas Employment Lawyers
Rob Wiley, P.C. is a Dallas law company representing workers in claims against companies. Typical cases include work discrimination, retaliation, overdue or mispaid earnings, and failure to supply advantages like medical leave or affordable accommodation. We have actually been representing workers given that 2000 and have actually helped countless Dallas employees.
Our workplace is staffed by six attorneys focused entirely on work law. We office out of a brought back Victorian mansion initially integrated in 1910. We are located in the State-Thomas area of Uptown Dallas.
If you are trying to find a work legal representative to represent you in a legal disagreement, please contact us.
Having practiced work law for more than a decade, Rob Wiley knows it can be challenging to discover a certified employment lawyer in Texas. The majority of our clients have actually never had to work with a lawyer before. We suggest you ask these ten concerns to discover the finest work legal representative for you:
What portion of your practice is devoted to employment law?The Law Office of Rob Wiley, P.C. devotes practically all of our practice to employment law.
Do you generally represent employees or services? More than 99% of our clients are employees. Our Dallas work lawyers strongly argue for imposing and expanding worker rights. Because we do not represent companies, we are not worried about losing service customers 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 accredited Rob Wiley as a Professional in Labor and Employment Law.
Does your law practice have the needed resources to manage my case? Yes. With seven dedicated full-time lawyers in Dallas, we have the resources to handle most cases.
Are you a solo professional or does your company worker numerous attorneys that can assist with my case? We are a real law practice that works together as a team.
What do other work attorneys think about you? Rob Wiley, Dallas employment lawyer, referall.us has an excellent reputation. 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 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 attorney 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 initial consultation? Yes. We highly promote for face-to-face meetings. Most employment cases are complicated. Our Dallas employment legal representatives desire to meet with you in person to have a significant conversation about your case.
Will I fulfill a real attorney for my initial consultation? Yes. Unlike numerous law practice, we do not utilize paralegals or non-lawyer personnel for initial consultations.
Do you charge a preliminary consultation cost? If not, why not? Yes, we charge an assessment charge. By charging a speak with fee, we dramatically lower the number of initial consultations. This enables us to have an attorney present at every initial consultation. It also ensures that the customers we see are severe about their case. Our company believe that many trusted work lawyers charge for an initial consultation. In our opinion, work legal representatives who do not charge for an initial speak with are normally not extremely excellent.
The Law Office of Rob Wiley, P.C. represents workers in a range of conflicts with their employers. 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 submitted in state or federal court. Although the majority of our cases are private cases, we also represent employees in class or cumulative actions and complicated 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 crucial to employ an attorney before submitting a claim with any government firm such as the Equal Employment Opportunity Commission (EEOC). We frequently represent workers before federal government firms and in court.
It is prohibited for a company to allow a hostile work environment under numerous state and federal laws. Generally, a hostile workplace happens when an employee experiences extreme or prevalent harassment. For example, a supervisor who sexually harasses a subordinate can produce an unlawful hostile workplace. Similarly, use of the «n-word,» teasing a disabled employee, or demeaning a staff member’s faiths could develop a hostile work environment.
It is unlawful for an employer to retaliate against a worker for working out work environment rights. This can consist of retaliation for complaining about discrimination, harassment, office security, unpaid overtime, or union organizing. Retaliatory acts consist of termination, failure to promote, or pay cuts. Retaliation can also include harassment or bullying developed to deter other employees from making problems or acting versus the employer. Employees who are aware of financial or government fraud may have special whistleblower defenses. Our law office represents whistleblowers in procedures before the SEC, FINRA, and OSHA. We also represent whistleblowers in federal court actions worrying grant fraud, Medicare/Medicaid scams, and defense contracting fraud.
Every year employers in the United States underpay their staff members by billions of dollars. Most American employees are qualified to be paid (1) minimum wage which is presently $7.25 per hour, and (2) overtimes salaries of one-and-one-half times their regular per hour rate. Sweating off the clock, consisting of over lunch or after hours, is generally unlawful. Only certain high-level managers, administrators, and professionals might be paid a salary in lieu of overtime. The exceptions are few and far between.
While numerous workers are thought about tipped workers and are paid $2.13 per hour, overall settlement should be at least $7.25 per hour, consisting of pointers. Additionally, companies need to pay tipped employees $5.12 rather of $2.13 or $3.20 when working overtime. It is illegal for a dining establishment to need tipped workers to pay damage charges, strolled tabs, or share tips with kitchen staff, janitors, or management.
Employees who get approved for family and medical leave are entitled to approximately twelve weeks of leave. Leave can be for the care of a partner, parent, or kid. Employees can likewise take individual medical leave for their own major medical condition. Importantly, leave can be taken in blocks or on an intermittent, as needed basis. Employers can not retaliate versus employees who are seeking leave, have actually taken leave, or are from leave. After departing, a staff member should be returned to the same or a comparable position.
Under the Americans with Disabilities Act («ADA») an employer need to supply a disabled worker with reasonable accommodations. if it would enable the staff member to carry out the essential functions of the task. Reasonable lodgings could consist of, modifying work schedules, brief term leave, working from home, or adjusting task tasks.
The due date to file an employment claim can be incredibly short. If you are experiencing problems in your office or have actually been fired, call our office right away.
