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Company Description

Dallas Employment Lawyers

Rob Wiley, P.C. is a Dallas law firm representing employees in lawsuits against employers. Typical cases consist of work discrimination, retaliation, overdue or mispaid salaries, and failure to supply advantages like medical leave or affordable lodging. We have been representing employees considering that 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 restored Victorian mansion initially developed in 1910. We lie in the State-Thomas area of Uptown Dallas.

If you are looking for an employment lawyer to represent you in a legal dispute, please contact us.

Having practiced employment law for more than a years, Rob Wiley knows it can be hard to find a certified employment lawyer in Texas. The majority of our customers have never had to hire a lawyer before. We recommend you ask these ten questions to discover the very best work lawyer for you:

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

Do you generally represent employees or businesses? More than 99% of our customers are staff members. Our Dallas employment attorneys aggressively argue for imposing and expanding worker rights. Because we do not represent employers, employment we are not worried about losing organization 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 licensed Rob Wiley as a Specialist in Labor and Employment Law.

Does your law office have the essential resources to manage my case? Yes. With 7 devoted full-time lawyers in Dallas, we have the resources to deal with most cases.

Are you a solo professional or does your firm employee a number of lawyers that can assist with my case? We are a genuine law practice that works together as a team.

What do other work legal representatives think of you? Rob Wiley, Dallas work lawyer, has an exceptional 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 called a Texas Super Lawyer by Thompson Reuters every year since 2014, named a Super Lawyers Rising Star from 2012-2013, and has actually been welcomed to speak at numerous attorney training conferences throughout the United States and globally.

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

Will you satisfy with me face-to-face for the initial assessment? Yes. We highly promote for in person conferences. Most employment cases are intricate. Our Dallas employment lawyers wish to meet you face to face to have a significant conversation about your case.

Will I satisfy a real attorney for my preliminary consultation? Yes. Unlike many law firms, we do not use paralegals or non-lawyer personnel for initial assessments.

Do you charge a preliminary assessment fee? If not, why not? Yes, we charge an assessment cost. By charging a speak with fee, we drastically reduce the variety of initial consultations. This allows us to have a lawyer present at every preliminary consultation. It also makes sure that the clients we see are serious about their case. Our company believe that many trustworthy employment attorneys charge for a preliminary consultation. In our viewpoint, employment employment legal representatives who do not charge for a preliminary consult are usually not very great.

The Law Office of Rob Wiley, P.C. represents staff members in a range of conflicts with their employers. Many 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 the majority of our cases are private cases, we also represent workers in class or collective actions and intricate 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 very important to work with a lawyer before filing a claim with any government firm such as the Equal Job Opportunity Commission (EEOC). We frequently represent staff members before government firms 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 work environment occurs when an employee experiences serious or pervasive harassment. For instance, a supervisor who sexually bothers a subordinate can develop an illegal hostile work environment. Similarly, use of the “n-word,” ridiculing a handicapped staff member, or demeaning a staff member’s religions might develop a hostile workplace.

It is unlawful for a company to strike back against a worker for exercising office rights. This can consist of retaliation for complaining about discrimination, harassment, office safety, overdue overtime, or union organizing. Retaliatory acts consist of termination, failure to promote, or pay cuts. Retaliation can likewise consist of harassment or bullying created to dissuade other staff members from making complaints or acting versus the company. Employees who are mindful of financial or federal government scams might have special whistleblower protections. Our law workplace represents whistleblowers in procedures before the SEC, FINRA, and OSHA. We likewise represent whistleblowers in federal court actions concerning grant scams, Medicare/Medicaid fraud, employment and defense contracting fraud.

Every year employers in the United States underpay their staff members by billions of dollars. Most American employees are eligible to be paid (1) base pay which is presently $7.25 per hour, and (2) overtimes salaries of one-and-one-half times their regular per hour rate. Working off the clock, consisting of over lunch or after hours, is often prohibited. Only certain high-level supervisors, administrators, and experts may be paid a wage in lieu of overtime. The exceptions are scarce.

While lots of employees are considered tipped workers and are paid $2.13 per hour, overall compensation should be at least $7.25 per hour, including pointers. Additionally, employers need to pay tipped staff members $5.12 rather of $2.13 or $3.20 when working overtime. It is illegal for employment a dining establishment to require tipped workers to pay breakage costs, strolled tabs, or share ideas with kitchen area 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 spouse, employment moms and dad, or child. Employees can likewise 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 strike back against employees who are looking for leave, have actually taken leave, or are returning from leave. After departing, a staff member must be returned to the exact same or an equivalent position.

Under the Americans with Disabilities Act (“ADA”) an employer must supply a handicapped employee with reasonable accommodations. if it would enable the staff member to carry out the essential functions of the job. Reasonable accommodations could consist of, customizing work schedules, brief term leave, working from home, or changing task tasks.

The deadline to file an employment claim can be incredibly brief. If you are experiencing problems in your work environment or have actually been fired, contact our office immediately.