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  • Fundada en febrero 11, 2010
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Dallas Employment Lawyers

Rob Wiley, P.C. is a Dallas law practice representing workers in lawsuits versus employers. Typical cases include employment discrimination, retaliation, unsettled or mispaid earnings, and failure to supply advantages like medical leave or reasonable lodging. We have been representing workers since 2000 and have actually helped countless Dallas employees.

Our office is staffed by 6 attorneys focused solely on work law. We workplace out of a restored Victorian mansion initially constructed in 1910. We are situated in the State-Thomas area of Uptown Dallas.

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

Having practiced employment law for more than a decade, Rob Wiley knows it can be challenging to discover a certified work legal representative in Texas. Most of our clients have actually never ever had to work with a lawyer before. We recommend you ask these 10 questions to discover the very best work lawyer for you:

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

Do you typically represent workers or services? More than 99% of our clients are workers. Our Dallas work attorneys aggressively argue for implementing and broadening employee rights. Because we do not represent companies, we are not interested in losing company customers by passionately battling for 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 accredited Rob Wiley as an Expert in Labor and Employment Law.

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

Are you a solo specialist or does your firm staff member several attorneys that can assist with my case? We are a real law firm that works together as a team.

What do other employment attorneys think about you? Rob Wiley, Dallas work legal representative, 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 actually been called a Texas Super Lawyer by Thompson Reuters every year since 2014, named a Super Lawyers Rising Star from 2012-2013, and has been welcomed to speak at various legal representative training conferences across 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 consultation? Yes. We strongly advocate for in person conferences. Most employment cases are complex. Our Dallas employment attorneys desire to meet you face to face to have a meaningful discussion about your case.

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

Do you charge a preliminary consultation fee? If not, why not? Yes, we charge an assessment cost. By charging a seek advice from fee, we dramatically reduce the variety of preliminary consultations. This allows us to have a lawyer present at every preliminary consultation. It also makes sure that the clients we see are severe about their case. We think that a lot of reputable work attorneys charge for a preliminary consultation. In our opinion, employment legal representatives who do not charge for a preliminary consult are normally not very good.

The Law Office of Rob Wiley, P.C. represents workers in a variety of disagreements with their employers. A lot 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 collective actions and complex litigation.

Discrimination is forbidden 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 a lawyer before suing with any federal government company such as the Equal Employment Opportunity Commission (EEOC). We routinely represent staff members before government firms and in court.

It is illegal for a company to allow a hostile work environment under several state and federal laws. Generally, a hostile workplace takes place when an employee experiences extreme or pervasive harassment. For example, a supervisor who sexually pesters a subordinate can produce an unlawful hostile work environment. Similarly, use of the «n-word,» taunting a handicapped employee, or employment demeaning an employee’s spiritual beliefs might develop a hostile work environment.

It is prohibited for an employer to retaliate against a staff member for working out office rights. This can consist of retaliation for grumbling about discrimination, harassment, office security, unsettled overtime, or union arranging. Retaliatory acts include termination, failure to promote, or pay cuts. Retaliation can also consist of harassment or bullying created to discourage other workers from making complaints or acting against the company. Employees who are aware of financial or government fraud might have special whistleblower securities. Our law workplace 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 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) which is currently $7.25 per hour, and (2) overtimes earnings of one-and-one-half times their routine hourly rate. Working off the clock, consisting of over lunch or after hours, is practically constantly unlawful. Only specific high-level supervisors, employment administrators, and employment experts might be paid a salary in lieu of overtime. The exceptions are scarce.

While lots of staff members are considered tipped workers and are paid $2.13 per hour, overall payment needs to be at least $7.25 per hour, consisting of pointers. Additionally, employers must pay tipped workers $5.12 instead of $2.13 or $3.20 when working overtime. It is illegal for a dining establishment to need tipped workers to pay damage costs, strolled tabs, or share suggestions with kitchen area staff, janitors, or management.

Employees who receive household and medical leave are entitled to up to twelve weeks of leave. Leave can be for the care of a partner, parent, or kid. Employees can also take individual 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 retaliate versus workers who are looking for leave, have departed, or are returning from leave. After departing, a worker should be gone back to the same or employment a comparable position.

Under the Americans with Disabilities Act («ADA») an employer need to offer a handicapped staff member with sensible lodgings. if it would enable the staff member to carry out the essential functions of the job. Reasonable accommodations might consist of, customizing work schedules, short term leave, working from home, or changing task tasks.

The deadline 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 workplace instantly.