Dallas Employment Lawyers
Rob Wiley, P.C. is a Dallas law practice representing workers in suits against companies. Typical cases consist of employment discrimination, retaliation, unpaid or mispaid salaries, and failure to supply advantages like medical leave or affordable lodging. We have actually been representing employees given that 2000 and have helped countless Dallas employees.
Our office is staffed by 6 attorneys focused solely on employment law. We workplace out of a brought back Victorian mansion originally developed in 1910. We lie in the State-Thomas location of Uptown Dallas.
If you are searching for an employment attorney to represent you in a legal dispute, please call us.
Having practiced employment law for more than a years, Rob Wiley knows it can be tough to discover a certified work lawyer in Texas. The majority of our customers have never needed to work with a legal representative before. We recommend you ask these ten questions to discover the very best work attorney for you:
What portion of your practice is dedicated to employment law?The Law Office of Rob Wiley, P.C. dedicates nearly all of our practice to employment law.
Do you normally represent employees or businesses? More than 99% of our clients are staff members. Our Dallas employment attorneys aggressively argue for enforcing and expanding employee rights. Because we do not represent companies, we are not worried with losing service customers by passionately fighting 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 certified Rob Wiley as a Professional in Labor and Employment Law.
Does your law firm have the essential resources to handle my case? Yes. With seven dedicated full-time attorneys in Dallas, we have the resources to handle most cases.
Are you a solo specialist or does your company employee a number of lawyers that can assist with my case? We are a genuine law company that works together as a team.
What do other employment attorneys think of you? Rob Wiley, Dallas employment legal representative, 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 Texas Super Lawyer by Thompson Reuters every year given that 2014, named a Super Lawyers Rising Star from 2012-2013, employment and has actually been welcomed to speak at numerous legal representative training conferences across the United States and worldwide.
Have you ever been reprimanded or disciplined by a bar association? No. You can verify lawyer disciplinary history at www.texasbar.com.
Will you satisfy with me face-to-face for the initial consultation? Yes. We highly promote for face-to-face meetings. Most employment cases are intricate. Our Dallas employment lawyers want to satisfy with you personally to have a meaningful conversation about your case.
Will I meet a real lawyer for my preliminary assessment? Yes. Unlike numerous law practice, we do not use paralegals or non-lawyer personnel for preliminary consultations.
Do you charge a preliminary consultation cost? If not, why not? Yes, we charge an assessment fee. By charging a speak with charge, we dramatically lower the number of initial consultations. This allows us to have a lawyer present at every initial assessment. It likewise ensures that the customers we see are major about their case. Our company believe that the majority of reputable work lawyers charge for an initial assessment. In our viewpoint, work legal representatives who do not charge for a preliminary seek advice from are generally not really great.
The Law Office of Rob Wiley, P.C. represents staff members in a range of disagreements with their employers. Much of our cases are before state and federal agencies 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 private cases, we likewise represent workers in class or collective actions and complex litigation.
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 filing a claim with any federal government agency such as the Equal Job Opportunity Commission (EEOC). We routinely represent employees before government agencies and in court.
It is prohibited for an employer to permit a hostile workplace under numerous state and federal laws. Generally, a hostile work environment takes place when a worker experiences extreme or pervasive harassment. For instance, a manager who sexually bugs a subordinate can create an unlawful hostile workplace. Similarly, use of the "n-word," teasing a disabled staff member, or demeaning an employee's faiths might produce a hostile work .
It is illegal for a company to strike back against a worker for exercising office rights. This can include retaliation for complaining about discrimination, harassment, work environment security, overdue overtime, or union arranging. Retaliatory acts consist of termination, failure to promote, or pay cuts. Retaliation can also include harassment or bullying created to deter other staff members from making complaints or doing something about it against the company. Employees who understand financial or government fraud might have special whistleblower protections. Our law workplace represents whistleblowers in procedures before the SEC, FINRA, and OSHA. We likewise represent whistleblowers in federal court actions worrying grant fraud, Medicare/Medicaid scams, and defense contracting scams.
Every year companies in the United States underpay their workers by billions of dollars. Most American workers are eligible to be paid (1) minimum wage 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, including over lunch or after hours, is usually illegal. Only certain high-level supervisors, administrators, and specialists might be paid a wage in lieu of overtime. The exceptions are few and far between.
While lots of employees are thought about tipped staff members and are paid $2.13 per hour, total compensation must be at least $7.25 per hour, including suggestions. Additionally, employers need to pay tipped employees $5.12 instead of $2.13 or $3.20 when working overtime. It is unlawful for a restaurant to require tipped workers to pay damage fees, strolled tabs, or share ideas with cooking area personnel, janitors, or management.
Employees who receive family and medical leave are entitled to approximately twelve weeks of leave. Leave can be for employment the care of a partner, parent, or kid. Employees can also take personal medical leave for their own serious medical condition. Importantly, leave can be taken in blocks or on an intermittent, as required basis. Employers can not strike back against workers who are seeking leave, have actually departed, or are returning from leave. After taking leave, an employee must be returned to the same or an equivalent position.
Under the Americans with Disabilities Act ("ADA") a company should supply a disabled worker with sensible lodgings. if it would enable the worker to perform the necessary functions of the task. Reasonable accommodations might include, modifying work schedules, short-term leave, employment working from home, or adjusting job tasks.
The due date to submit a work claim can be extremely short. If you are experiencing issues in your workplace or have actually been fired, call our office right away.
