Dallas Employment Lawyers
Rob Wiley, P.C. is a Dallas law office representing workers in suits versus employers. Typical cases include work discrimination, retaliation, unpaid or mispaid earnings, and failure to offer benefits like medical leave or affordable lodging. We have actually been representing employees because 2000 and have actually helped countless Dallas workers.
Our workplace is staffed by 6 lawyers focused exclusively on work law. We workplace out of a restored Victorian mansion originally built in 1910. We lie in the State-Thomas area of Uptown Dallas.
If you are searching for an employment legal representative to represent you in a legal conflict, please call us.
Having practiced work law for more than a decade, Rob Wiley knows it can be tough to discover a certified employment legal representative in Texas. Most of our customers have actually never ever had to employ a lawyer before. We recommend you ask these 10 concerns to discover the very best work attorney for you:
What portion of your practice is committed to work law?The Law Office of Rob Wiley, P.C. commits nearly all of our practice to work law.
Do you usually represent employees or companies? More than 99% of our customers are staff members. Our Dallas work lawyers strongly argue for enforcing and broadening worker rights. Because we do not represent companies, we are not worried about losing organization clients by passionately defending workers.
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 Specialist in Labor and Employment Law.
Does your law practice have the required resources to handle my case? Yes. With 7 devoted full-time lawyers in Dallas, we have the resources to manage most cases.
Are you a solo professional or does your firm employee several lawyers that can assist with my case? We are a genuine law office that works together as a team.
What do other employment legal representatives think of you? Rob Wiley, Dallas employment legal representative, 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, 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 actually been welcomed to speak at different lawyer training conferences throughout the United States and worldwide.
Have you ever been reprimanded or disciplined by a bar association? No. You can confirm lawyer disciplinary history at www.texasbar.com.
Will you consult with me face-to-face for the initial consultation? Yes. We highly advocate for in . Most employment cases are intricate. Our Dallas employment attorneys wish to satisfy with you face to face to have a significant conversation about your case.
Will I meet a real lawyer for my preliminary consultation? Yes. Unlike numerous law office, we do not use paralegals or non-lawyer staff for preliminary consultations.
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 drastically minimize the number of preliminary consultations. This enables us to have an attorney present at every initial assessment. It also ensures that the customers we see are major about their case. Our company believe that a lot of respectable work lawyers charge for an initial assessment. In our viewpoint, work attorneys 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 variety of disagreements with their companies. A lot of our cases are before state and federal firms like the EEOC, the Department of Labor, or the Texas Workforce Commission. Other cases are submitted in state or federal court. Although most of our cases are private cases, we likewise represent employees in class or cumulative actions and complicated 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 employ a lawyer before suing with any government company such as the Equal Employment Opportunity Commission (EEOC). We routinely represent employees before government companies and in court.
It is unlawful for a company to permit a hostile workplace under a number of state and federal laws. Generally, a hostile work environment takes place when a worker experiences extreme or pervasive harassment. For example, a manager who sexually bothers a subordinate can develop an unlawful hostile work environment. Similarly, usage of the „n-word,“ ridiculing a disabled employee, or demeaning a staff member’s faiths might create a hostile work environment.
It is unlawful for a company to strike back versus a staff member for exercising work environment rights. This can include retaliation for complaining about discrimination, harassment, office security, overdue overtime, or union arranging. Retaliatory acts consist of termination, failure to promote, or pay cuts. Retaliation can also consist of harassment or bullying created to discourage other staff members from making complaints or doing something about it against the company. Employees who understand financial or federal government fraud might have unique whistleblower protections. Our law office represents whistleblowers in procedures before the SEC, somalibidders.com 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 employees by billions of dollars. Most American workers are qualified to be paid (1) base pay which is presently $7.25 per hour, and (2) overtimes wages of one-and-one-half times their routine per hour rate. Sweating off the clock, including over lunch or after hours, is practically constantly prohibited. Only certain high-level supervisors, administrators, and experts might be paid an income in lieu of overtime. The exceptions are couple of and far between.
While numerous employees are thought about tipped employees and are paid $2.13 per hour, overall settlement must be at least $7.25 per hour, consisting of ideas. Additionally, companies need to pay tipped staff members $5.12 instead of $2.13 or $3.20 when working overtime. It is prohibited for a dining establishment to require tipped workers to pay damage fees, walked tabs, or share suggestions with kitchen staff, janitors, or management.
Employees who receive household and medical leave are entitled to up to twelve weeks of leave. Leave can be for referall.us the care of a spouse, parent, or child. Employees can likewise take individual 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 strike back against employees who are seeking leave, have actually departed, or are returning from leave. After departing, an employee must be gone back to the very same or an equivalent position.
Under the Americans with Disabilities Act („ADA“) a company should provide a disabled worker with reasonable accommodations. if it would enable the staff member to perform the important functions of the task. Reasonable accommodations could include, modifying work schedules, short-term leave, working from home, or adjusting job responsibilities.
The deadline to submit a work claim can be exceptionally short. If you are experiencing problems in your workplace or have actually been fired, call our office instantly.
