Rob Wiley, P.C. is a Dallas law practice representing employees in suits versus companies. Typical cases consist of work discrimination, retaliation, unpaid or mispaid wages, and failure to supply benefits like medical leave or sensible lodging. We have actually been representing workers because 2000 and have actually helped countless Dallas workers.
Our office is staffed by 6 lawyers focused exclusively on employment law. We office out of a brought back Victorian estate originally integrated in 1910. We lie in the State-Thomas location of Uptown Dallas.
If you are trying to find a work legal representative to represent you in a legal disagreement, please call us.
Having practiced employment law for more than a years, Rob Wiley understands it can be tough to discover a qualified employment attorney in Texas. Most of our customers have never ever needed to employ a legal representative before. We suggest you ask these ten questions to discover the finest employment lawyer for you:
What percentage of your practice is dedicated to work law?The Law Office of Rob Wiley, P.C. dedicates practically all of our practice to work law.
Do you usually represent workers or companies? More than 99% of our customers are staff members. Our Dallas employment attorneys strongly argue for enforcing and broadening worker rights. Because we do not represent employers, we are not worried with losing business clients by passionately defending staff members.
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 an Expert in Labor and Employment Law.
Does your law office have the required 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 staff member several lawyers that can help with my case? We are a real law practice that works together as a team.
What do other work legal representatives consider you? Rob Wiley, Dallas employment legal representative, 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 actually been called a Texas Super Lawyer by Thompson Reuters every year since 2014, called a Super Lawyers Rising Star from 2012-2013, and has been welcomed to speak at different legal representative training conferences across the United States and 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 with me face-to-face for the initial consultation? Yes. We strongly promote for face-to-face meetings. Most work cases are complicated. Our Dallas work legal representatives desire to satisfy with you face to face to have a meaningful discussion about your case.
Will I fulfill an actual attorney for my initial assessment? Yes. Unlike many law companies, we do not utilize paralegals or non-lawyer personnel for initial assessments.
Do you charge an initial consultation charge? If not, why not? Yes, we charge an assessment charge. By charging a seek advice from cost, we significantly lower the number of initial assessments. This permits us to have a lawyer present at every preliminary consultation. It likewise guarantees that the clients we see are major about their case. Our company believe that the majority of reputable work attorneys charge for a preliminary assessment. In our opinion, work lawyers who do not charge for an initial speak with are generally not extremely good.
The Law Office of Rob Wiley, P.C. represents employees in a variety of disputes with their employers. 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 filed in state or federal court. Although the majority of our cases are private cases, we likewise represent employees in class or cumulative actions and intricate 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 necessary to work with an attorney before submitting a claim with any federal government firm such as the Equal Job Opportunity Commission (EEOC). We routinely represent staff members before federal government companies and in court.
It is illegal for a company to allow a hostile work environment under numerous state and federal laws. Generally, a hostile work environment takes place when a worker experiences extreme or prevalent harassment. For example, a supervisor who sexually pesters a subordinate can develop an illegal hostile workplace. Similarly, use of the "n-word," ridiculing a handicapped staff member, or demeaning a staff member's religious beliefs could produce a hostile workplace.
It is illegal for an employer to strike back versus a staff member for exercising work environment rights. This can include retaliation for complaining about discrimination, harassment, work environment security, unsettled 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 discourage other staff members from making complaints or taking action against the employer. Employees who know monetary or government scams might have special whistleblower securities. Our law workplace represents whistleblowers in proceedings before the SEC, FINRA, and OSHA. We also represent whistleblowers in federal court actions worrying grant scams, Medicare/Medicaid scams, and defense contracting scams.
Every year companies in the United States underpay their employees by billions of dollars. Most American employees are eligible to be paid (1) minimum wage which is currently $7.25 per hour, and (2) overtimes salaries of one-and-one-half times their routine hourly rate. Sweating off the clock, including over lunch or after hours, is nearly constantly unlawful. Only particular high-level managers, administrators, and experts might be paid a wage in lieu of overtime. The exceptions are couple of and far between.
While many workers are considered tipped workers and are paid $2.13 per hour, overall settlement should be at least $7.25 per hour, consisting of pointers. Additionally, companies should pay tipped staff members $5.12 rather of $2.13 or $3.20 when working overtime. It is prohibited for a restaurant to require tipped workers to pay damage costs, walked tabs, or share tips with cooking area staff, janitors, or management.
Employees who qualify for household and medical leave are to as much as twelve weeks of leave. Leave can be for the care of a spouse, parent, or child. Employees can also take personal medical leave for their own serious medical condition. Importantly, leave can be taken in blocks or on an intermittent, as needed basis. Employers can not strike back versus workers who are seeking leave, have taken leave, or are returning from leave. After taking leave, a staff member needs to be gone back to the very same or job an equivalent position.
Under the Americans with Disabilities Act ("ADA") an employer should offer a handicapped staff member with reasonable lodgings. if it would allow the employee to perform the necessary functions of the job. Reasonable lodgings might consist of, customizing work schedules, brief term leave, working from home, or changing task duties.
The due date to file a work claim can be exceptionally brief. If you are experiencing issues in your work environment or have actually been fired, call our office immediately.
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Dallas Employment Lawyers
noeliabragg974 edited this page 2025-02-17 16:44:15 +01:00