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Dallas Employment Lawyers

Rob Wiley, P.C. is a Dallas law office representing workers in suits versus companies. Typical cases include employment discrimination, retaliation, overdue or mispaid salaries, and failure to offer advantages like medical leave or reasonable accommodation. We have been representing employees considering that 2000 and have helped thousands of Dallas employees.

Our office is staffed by 6 lawyers focused exclusively on work law. We office out of a brought back Victorian mansion originally built in 1910. We lie in the State-Thomas location of Uptown Dallas.

If you are trying to find an employment attorney to represent you in a legal conflict, please contact us.

Having practiced work law for more than a years, Rob Wiley understands it can be challenging to find a qualified work legal representative in Texas. The majority of our clients have never needed to employ an attorney before. We recommend you ask these 10 concerns to discover the finest employment legal representative for you:

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

Do you typically represent workers or businesses? More than 99% of our customers are staff members. Our Dallas employment attorneys strongly argue for enforcing and expanding employee rights. Because we do not represent employers, we are not worried with losing business clients by passionately battling for workers.

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 Professional 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 employment does your firm worker several lawyers that can assist with my case? We are a genuine law practice that collaborates as a group.

What do other work lawyers think about you? Rob Wiley, Dallas employment attorney, has an excellent reputation. Mr. Wiley is a chosen member of the Dallas Bar Association’s Employment Law Council, is the past president of the Dallas-Fort Worth Employment Lawyers Association, employment has 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 various lawyer training conferences throughout the United States and globally.

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

Will you consult with me face-to-face for the preliminary consultation? Yes. We highly advocate for face-to-face meetings. Most work cases are intricate. Our Dallas employment legal representatives wish to meet you face to face to have a significant conversation about your case.

Will I fulfill a real lawyer for my preliminary assessment? Yes. Unlike many law office, we do not utilize paralegals or non-lawyer staff for initial consultations.

Do you charge a preliminary consultation cost? If not, why not? Yes, we charge an assessment charge. By charging a seek advice from cost, we dramatically decrease the number of preliminary consultations. This permits us to have a lawyer present at every preliminary assessment. It also guarantees that the customers we see are serious about their case. Our company believe that the majority of trusted work attorneys charge for a preliminary consultation. In our opinion, employment lawyers who do not charge for a preliminary speak with are normally not very good.

The Law Office of Rob Wiley, P.C. represents staff members in a range of conflicts with their companies. 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 submitted in state or federal court. Although the majority of our cases are specific cases, we likewise represent workers in class or cumulative actions and intricate lawsuits.

Discrimination is restricted 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 an attorney before submitting a claim with any federal government agency such as the Equal Job Opportunity Commission (EEOC). We routinely represent workers before federal government agencies and employment in court.

It is prohibited for a company to allow a hostile work environment under numerous state and federal laws. Generally, a hostile workplace happens when a worker experiences severe or prevalent harassment. For example, a manager who sexually bothers a subordinate can create an illegal hostile workplace. Similarly, usage of the “n-word,” ridiculing a handicapped staff member, or demeaning a staff member’s religions could create a hostile workplace.

It is prohibited for a company to strike back against a worker for working out workplace rights. This can include retaliation for grumbling about discrimination, harassment, work environment safety, overdue overtime, or union organizing. Retaliatory acts include termination, failure to promote, or pay cuts. Retaliation can likewise consist of harassment or bullying developed to discourage other employees from making grievances or taking action versus the company. Employees who know financial or government scams might have unique whistleblower protections. Our law office represents whistleblowers in procedures before the SEC, FINRA, and OSHA. We also represent whistleblowers in federal court actions concerning grant scams, Medicare/Medicaid scams, and defense contracting scams.

Every year employers in the United States underpay their workers by billions of dollars. Most American workers are eligible to be paid (1) minimum wage which is currently $7.25 per hour, and (2) overtimes wages of one-and-one-half times their routine hourly rate. Sweating off the clock, including over lunch or after hours, is usually illegal. Only certain top-level supervisors, administrators, and professionals might be paid a salary in lieu of overtime. The exceptions are scarce.

While many employees are thought about tipped staff members and employment are paid $2.13 per hour, total payment should be at least $7.25 per hour, including ideas. Additionally, companies must pay tipped staff members $5.12 instead of $2.13 or $3.20 when working overtime. It is illegal for a restaurant to require tipped staff members to pay damage fees, walked tabs, or share suggestions with kitchen area staff, 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, parent, or kid. Employees can also take individual medical leave for their own severe medical condition. Importantly, leave can be taken in blocks or on an intermittent, as required basis. Employers can not strike back versus staff members who are seeking leave, have departed, or are returning from leave. After taking leave, a staff member must be gone back to the very same or a comparable position.

Under the Americans with Disabilities Act (“ADA”) an employer must supply a disabled staff member with affordable accommodations. if it would permit the worker to carry out the essential functions of the task. Reasonable lodgings might include, customizing work schedules, short-term leave, employment working from home, employment or changing job tasks.

The deadline to submit a work claim can be brief. If you are experiencing issues in your office or have been fired, call our office immediately.

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