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About Us

Dallas Employment Lawyers

Rob Wiley, P.C. is a Dallas law office representing workers in suits versus employers. Typical cases include employment discrimination, retaliation, overdue or mispaid earnings, and failure to provide advantages like medical leave or reasonable accommodation. We have actually been representing staff members because 2000 and have helped thousands of Dallas workers.

Our workplace is staffed by 6 attorneys focused exclusively on employment law. We workplace out of a brought back Victorian estate initially integrated in 1910. We are situated in the State-Thomas area of Uptown Dallas.

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

Having practiced work law for more than a decade, Rob Wiley knows it can be hard to find a certified work attorney in Texas. Most of our customers have never had to hire an attorney before. We advise you ask these ten concerns to find the very best employment lawyer for employment you:

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

Do you usually represent workers or businesses? More than 99% of our customers are employees. Our Dallas work attorneys aggressively argue for implementing and expanding employee rights. Because we do not represent employers, we are not worried about losing business customers by passionately fighting for employees.

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 actually accredited Rob Wiley as a Specialist in Labor and Employment Law.

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

Are you a solo professional or does your company staff member several attorneys that can help with my case? We are a real law office that works together as a group.

What do other employment lawyers consider you? Rob Wiley, Dallas employment legal representative, has an excellent credibility. 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 because 2014, named a Super Lawyers Rising Star from 2012-2013, and has been invited to speak at various legal representative training conferences across the United States and internationally.

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 initial assessment? Yes. We strongly advocate for employment in person meetings. Most work cases are intricate. Our Dallas work legal representatives wish to satisfy with you face to face to have a meaningful conversation about your case.

Will I fulfill an actual attorney for my initial consultation? Yes. Unlike lots of law practice, we do not use paralegals or non-lawyer staff for initial consultations.

Do you charge a cost? If not, why not? Yes, we charge an assessment fee. By charging a speak with fee, we dramatically decrease the variety of initial consultations. This enables us to have a lawyer present at every initial consultation. It likewise guarantees that the clients we see are severe about their case. Our company believe that a lot of trustworthy work lawyers charge for a preliminary consultation. In our opinion, work lawyers who do not charge for an initial speak with are generally not very good.

The Law Office of Rob Wiley, P.C. represents employees in a variety of disputes with their employers. Many 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 many of our cases are specific cases, we also represent workers in class or cumulative actions and complicated 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 very important to work with an attorney before submitting a claim with any government company such as the Equal Employment Opportunity Commission (EEOC). We frequently represent employees before government agencies and in court.

It is illegal for an employer to allow a hostile workplace under numerous state and federal laws. Generally, a hostile work environment occurs when a worker experiences serious or pervasive harassment. For instance, a manager who sexually pesters a subordinate can develop an unlawful hostile workplace. Similarly, use of the « n-word, » ridiculing a handicapped worker, or demeaning a staff member’s spiritual beliefs might create a hostile work environment.

It is prohibited for a company to strike back versus a staff member for working out work environment rights. This can include retaliation for complaining about discrimination, harassment, office security, unsettled overtime, or union arranging. Retaliatory acts include termination, failure to promote, or pay cuts. Retaliation can also include harassment or bullying designed to dissuade other employees from making grievances or acting against the employer. Employees who understand monetary or government fraud may have unique 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 scams, employment and defense contracting scams.

Every year employers in the United States underpay their staff members by billions of dollars. Most American workers are qualified to be paid (1) minimum wage which is presently $7.25 per hour, and (2) overtimes salaries of one-and-one-half times their routine per hour rate. Working off the clock, including over lunch or after hours, is often illegal. Only specific top-level supervisors, administrators, and professionals may be paid an income in lieu of overtime. The exceptions are rare.

While lots of workers are thought about tipped staff members and are paid $2.13 per hour, overall settlement should be at least $7.25 per hour, including ideas. Additionally, companies must pay tipped workers $5.12 instead of $2.13 or $3.20 when working overtime. It is unlawful for a restaurant to require tipped staff members to pay damage costs, strolled tabs, or share suggestions with kitchen staff, janitors, or management.

Employees who qualify for employment household and medical leave are entitled to approximately twelve weeks of leave. Leave can be for the care of a partner, parent, or kid. Employees can likewise take individual medical leave for their own major medical condition. Importantly, leave can be taken in blocks or on an intermittent, as needed basis. Employers can not retaliate against employees who are looking for leave, have actually taken leave, or are returning from leave. After departing, an employee must be gone back to the exact same or an equivalent position.

Under the Americans with Disabilities Act (« ADA ») a company need to offer a handicapped employee with affordable lodgings. if it would allow the staff member to carry out the vital functions of the job. Reasonable lodgings might include, employment customizing work schedules, short-term leave, working from home, or adjusting task duties.

The deadline to file a work claim can be incredibly short. If you are experiencing problems in your office or have been fired, contact our office right away.

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