Overview

  • Founded Date octubre 13, 1930
  • Sectors Accounting / Finance
  • Posted Jobs 0
  • Viewed 2
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Company Description

Dallas Employment Lawyers

Rob Wiley, P.C. is a Dallas law firm representing in claims against companies. Typical cases consist of work discrimination, retaliation, unsettled or mispaid wages, and failure to supply advantages like medical leave or affordable lodging. We have been representing staff members considering that 2000 and have helped countless Dallas employees.

Our office is staffed by six attorneys focused solely on work law. We workplace out of a brought back Victorian mansion originally integrated in 1910. We are situated in the State-Thomas area of Uptown Dallas.

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

Having practiced work law for more than a years, Rob Wiley knows it can be hard to find a qualified work legal representative in Texas. The majority of our clients have never had to employ a lawyer before. We advise you ask these 10 concerns to find the very best work lawyer for you:

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

Do you typically represent workers or companies? More than 99% of our clients are workers. Our Dallas work lawyers strongly argue for implementing and expanding employee rights. Because we do not represent companies, we are not concerned with losing organization customers by passionately battling for 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 certified Rob Wiley as a Professional in Labor and Employment Law.

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

Are you a solo professional or does your company staff member a number of attorneys that can assist with my case? We are a real law office that interacts as a group.

What do other work attorneys think about you? Rob Wiley, Dallas work attorney, has an exceptional track record. 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, somalibidders.com has been called a Texas Super Lawyer by Thompson Reuters every year considering that 2014, called a Super Lawyers Rising Star from 2012-2013, and has actually been invited to speak at numerous lawyer training conferences throughout the United States and worldwide.

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

Will you fulfill with me in person for the initial assessment? Yes. We strongly advocate for in person meetings. Most work cases are complex. Our Dallas work attorneys desire to meet you in person to have a significant discussion about your case.

Will I satisfy a real attorney for my preliminary consultation? Yes. Unlike lots of law companies, we do not use paralegals or non-lawyer personnel for initial consultations.

Do you charge an initial assessment fee? If not, why not? Yes, we charge an assessment fee. By charging a seek advice from cost, we drastically lower the number of preliminary consultations. This enables us to have a lawyer present at every initial consultation. It also guarantees that the clients we see are major about their case. Our company believe that the majority of reliable employment attorneys charge for an initial assessment. In our viewpoint, work lawyers who do not charge for an initial seek advice from are typically not 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 filed in state or federal court. Although the majority of our cases are specific 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 necessary to work with a lawyer before suing with any federal government company such as the Equal Job Opportunity Commission (EEOC). We regularly represent workers before government agencies and in court.

It is unlawful for a company to allow a hostile work environment under numerous state and federal laws. Generally, a hostile work environment happens when an employee experiences extreme or prevalent harassment. For example, a supervisor who sexually pesters a subordinate can produce an illegal hostile work environment. Similarly, usage of the «n-word,» ridiculing a handicapped employee, or demeaning a staff member’s religions could produce a hostile workplace.

It is unlawful for a company to strike back versus a worker for working out workplace rights. This can consist of retaliation for complaining about discrimination, harassment, work environment safety, unpaid overtime, or union organizing. Retaliatory acts include termination, failure to promote, or pay cuts. Retaliation can also consist of harassment or bullying developed to deter other employees from making grievances or taking action against the employer. Employees who know monetary or government fraud might have unique whistleblower securities. Our law office represents whistleblowers in procedures before the SEC, FINRA, and referall.us OSHA. We also represent whistleblowers in federal court actions concerning grant scams, 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 eligible to be paid (1) base pay which is currently $7.25 per hour, and (2) overtimes wages of one-and-one-half times their regular per hour rate. Working off the clock, including over lunch or after hours, is generally unlawful. Only particular top-level supervisors, administrators, and professionals might be paid an income in lieu of overtime. The exceptions are rare.

While lots of workers are considered tipped staff members and are paid $2.13 per hour, overall settlement should be at least $7.25 per hour, including ideas. Additionally, companies need to pay tipped employees $5.12 instead of $2.13 or $3.20 when working overtime. It is illegal for a dining establishment to require tipped staff members to pay breakage costs, strolled tabs, or share ideas with cooking area personnel, janitors, or management.

Employees who certify for family and medical leave are entitled to up to twelve weeks of leave. Leave can be for the care of a spouse, moms and dad, or kid. Employees can likewise take personal medical leave for their own severe medical condition. Importantly, leave can be taken in blocks or on a periodic, as needed basis. Employers can not retaliate versus employees who are looking for leave, have actually departed, or are returning from leave. After taking leave, an employee needs to be returned to the exact same or a comparable position.

Under the Americans with Disabilities Act («ADA») a company must offer a handicapped staff member with affordable lodgings. if it would enable the staff member to perform the vital functions of the job. Reasonable accommodations could consist of, customizing work schedules, short-term leave, working from home, or changing task tasks.

The due date to file an employment claim can be incredibly brief. If you are experiencing issues in your work environment or have actually been fired, contact our office right away.

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