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Dallas Employment Lawyers

Rob Wiley, P.C. is a Dallas law firm representing workers in claims versus companies. Typical cases consist of work discrimination, retaliation, unpaid or mispaid salaries, and failure to supply advantages like medical leave or affordable lodging. We have been representing workers since 2000 and have assisted countless Dallas workers.

Our office is staffed by six lawyers focused exclusively on work law. We workplace out of a brought back Victorian mansion initially developed in 1910. We are located in the State-Thomas location of Uptown Dallas.

If you are searching for an employment legal representative to represent you in a legal disagreement, please call us.

Having practiced work law for more than a years, Rob Wiley understands it can be difficult to discover a certified employment attorney in Texas. The majority of our clients have actually never had to employ an attorney before. We advise you ask these ten concerns to find the very best work attorney 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 work law.

Do you normally represent workers or companies? More than 99% of our clients are workers. Our Dallas work attorneys aggressively argue for enforcing and broadening worker rights. Because we do not represent employers, we are not worried about losing company clients by passionately battling for 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 actually certified Rob Wiley as a Specialist in Labor and Employment Law.

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

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

What do other work attorneys consider you? Rob Wiley, Dallas employment attorney, has an outstanding 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 been called a Lawyer by Thompson Reuters every year considering that 2014, called a Super Lawyers Rising Star from 2012-2013, and has been welcomed to speak at different lawyer training conferences throughout the United States and globally.

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

Will you consult with me in person for the initial consultation? Yes. We strongly promote for face-to-face meetings. Most employment cases are complex. Our Dallas employment lawyers wish to satisfy with you in person to have a significant discussion about your case.

Will I fulfill an actual 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 an initial assessment charge? If not, why not? Yes, we charge a consultation charge. By charging a seek advice from fee, we considerably minimize the number of initial assessments. This allows us to have an attorney present at every preliminary assessment. It likewise ensures that the clients we see are serious about their case. We believe that a lot of reliable employment attorneys charge for a preliminary consultation. In our viewpoint, work legal representatives who do not charge for referall.us a preliminary speak with are normally not excellent.

The Law Office of Rob Wiley, P.C. represents employees in a range of disputes with their employers. Many 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 many of our cases are individual cases, we likewise represent employees in class or collective actions and intricate litigation.

Discrimination is forbidden 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 hire a lawyer before filing a claim with any government agency such as the Equal Employment Opportunity Commission (EEOC). We regularly represent staff members before federal government agencies and in court.

It is unlawful for an employer to permit 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 instance, a manager who sexually harasses a subordinate can produce an unlawful hostile workplace. Similarly, usage of the “n-word,” teasing a disabled employee, or demeaning a worker’s religions might develop a hostile workplace.

It is unlawful for an employer to strike back versus a worker for exercising office rights. This can include retaliation for complaining about discrimination, harassment, office safety, unsettled overtime, somalibidders.com or union arranging. Retaliatory acts include termination, failure to promote, or pay cuts. Retaliation can also consist of harassment or bullying developed to dissuade other employees from making grievances or taking action versus the employer. Employees who understand financial or government scams may 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 scams, Medicare/Medicaid scams, and defense contracting fraud.

Every year employers in the United States underpay their workers by billions of dollars. Most American employees are qualified to be paid (1) base pay which is presently $7.25 per hour, and (2) overtimes earnings of one-and-one-half times their regular per hour rate. Sweating off the clock, consisting of over lunch or after hours, is generally unlawful. Only particular high-level managers, administrators, and specialists might be paid an income in lieu of overtime. The exceptions are few and far between.

While many staff members are considered tipped staff members and are paid $2.13 per hour, total payment must be at least $7.25 per hour, consisting of pointers. Additionally, companies should pay tipped staff members $5.12 instead of $2.13 or $3.20 when working overtime. It is unlawful for a dining establishment to need tipped employees to pay damage charges, walked tabs, or share suggestions with kitchen area personnel, janitors, or management.

Employees who certify for household and medical leave are entitled to approximately twelve weeks of leave. Leave can be for the care of a partner, moms and dad, or kid. Employees can likewise 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 retaliate against workers who are seeking leave, have taken leave, or are returning from leave. After taking leave, a worker needs to be returned to the exact same or a comparable position.

Under the Americans with Disabilities Act (“ADA”) an employer must supply a disabled staff member with sensible lodgings. if it would allow the staff member to perform the essential functions of the job. Reasonable accommodations could consist of, customizing work schedules, short-term leave, working from home, or adjusting task tasks.

The due date to submit a work claim can be exceptionally short. If you are experiencing problems in your office or have been fired, contact our office right away.

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