Overview

  • Founded Date April 15, 2023
  • Sectors Construction / Installations
  • Posted Jobs 0
  • Viewed 6

Company Description

Dallas Employment Lawyers

Rob Wiley, P.C. is a Dallas law company representing workers in claims versus employers. Typical cases consist of work discrimination, retaliation, unpaid or mispaid salaries, and failure to offer benefits like medical leave or sensible accommodation. We have actually been representing workers given that 2000 and have actually assisted thousands of Dallas workers.

Our workplace is staffed by six attorneys focused entirely on employment law. We workplace out of a brought back Victorian estate initially constructed in 1910. We are located in the State-Thomas location of Uptown Dallas.

If you are searching for a work legal representative to represent you in a legal conflict, please call us.

Having practiced employment law for more than a years, Rob Wiley understands it can be difficult to find a certified employment attorney in Texas. The majority of our clients have never had to work with a legal representative before. We recommend you ask these ten questions to discover the very best employment lawyer for you:

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

Do you normally represent workers or services? More than 99% of our customers are workers. Our Dallas employment lawyers strongly argue for implementing and broadening employee rights. Because we do not represent companies, we are not worried about losing company customers by passionately fighting for workers.

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 accredited Rob Wiley as a Professional in Labor and Employment Law.

Does your law office have the essential resources to handle my case? Yes. With seven devoted full-time lawyers in Dallas, we have the resources to handle most cases.

Are you a solo practitioner or does your company staff member several lawyers that can help with my case? We are a real law office that collaborates as a group.

What do other employment lawyers think of you? Rob Wiley, Dallas work lawyer, has an outstanding reputation. 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 called a Texas Super Lawyer by Thompson Reuters every year given that 2014, named a Super Lawyers Rising Star from 2012-2013, and has been invited to speak at various attorney training conferences across the United States and employment globally.

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

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

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

Do you charge a preliminary consultation charge? If not, why not? Yes, we charge a consultation charge. By charging a consult charge, we dramatically reduce the number of initial assessments. This enables us to have an attorney present at every preliminary assessment. It likewise ensures that the clients we see are major about their case. Our company believe that the majority of credible work attorneys charge for an initial assessment. In our viewpoint, work lawyers who do not charge for an initial seek advice from are usually not great.

The Law Office of Rob Wiley, P.C. represents staff members in a variety of disputes with their companies. A lot 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 individual cases, we likewise represent workers in class or collective actions and complex litigation.

Discrimination is prohibited 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 essential to hire an attorney before suing with any government company such as the Equal Employment Opportunity Commission (EEOC). We regularly represent staff members before federal government agencies and in court.

It is unlawful for an employer to allow a hostile work environment under several state and federal laws. Generally, a hostile work environment occurs when an employee experiences severe or prevalent harassment. For instance, a supervisor who sexually bothers a subordinate can create an unlawful hostile work environment. Similarly, use of the “n-word,” teasing a disabled employee, or demeaning an employee’s religions could produce a hostile work environment.

It is unlawful for a company to strike back versus a worker for working out work environment rights. This can include retaliation for grumbling about discrimination, harassment, workplace security, unsettled overtime, or union arranging. Retaliatory acts include termination, failure to promote, or pay cuts. Retaliation can likewise include harassment or bullying developed to dissuade other staff members from making grievances or acting versus the employer. Employees who are aware of financial or employment government fraud might have special whistleblower protections. Our law office represents whistleblowers in proceedings before the SEC, FINRA, and OSHA. We likewise represent whistleblowers in federal court actions worrying grant fraud, Medicare/Medicaid fraud, and defense contracting scams.

Every year employers in the United States underpay their workers by billions of dollars. Most American workers are qualified to be paid (1) base pay which is presently $7.25 per hour, and employment (2) overtimes wages of one-and-one-half times their regular per hour rate. Sweating off the clock, including over lunch or after hours, is usually unlawful. Only specific high-level supervisors, administrators, and professionals may be paid an income in lieu of overtime. The exceptions are few and far between.

While lots of employees are thought about tipped staff members and are paid $2.13 per hour, overall settlement needs to be at least $7.25 per hour, including tips. Additionally, employers need to pay tipped employees $5.12 instead of $2.13 or $3.20 when working overtime. It is for a restaurant to need tipped employees to pay damage charges, strolled tabs, or share ideas with kitchen area 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 spouse, parent, or kid. 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 required basis. Employers can not strike back against employees who are seeking leave, have actually departed, or are returning from leave. After taking leave, a staff member needs to be gone back to the exact same or a comparable position.

Under the Americans with Disabilities Act (“ADA”) an employer need to offer a handicapped employee with sensible lodgings. if it would allow the employee to perform the essential functions of the job. Reasonable lodgings could consist of, modifying work schedules, brief term leave, working from home, or changing task tasks.

The due date to submit an employment claim can be incredibly short. If you are experiencing problems in your office or have been fired, call our workplace right away.

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