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<br>Rob Wiley, P.C. is a Dallas law firm representing employees in lawsuits versus companies. Typical cases include work discrimination, retaliation, overdue or mispaid earnings, and failure to provide advantages like medical leave or sensible lodging. We have actually been representing staff members considering that 2000 and have helped thousands of Dallas workers.<br>
<br>Our workplace is staffed by 6 lawyers focused exclusively on work law. We workplace out of a restored Victorian mansion initially integrated in 1910. We are located in the State-Thomas area of Uptown Dallas.<br>
<br>If you are looking for an [employment](http://still-lake-7f66.d-download.workers.dev) legal representative to represent you in a legal disagreement, please contact us.<br>
<br>Having practiced work law for more than a years, Rob Wiley understands it can be hard to discover a qualified work legal representative in Texas. The majority of our clients have actually never had to employ a legal representative before. We recommend you ask these ten concerns to find the very best employment attorney for you:<br>
<br>What percentage of your practice is dedicated to employment law?The Law Office of Rob Wiley, P.C. commits nearly all of our practice to employment law.<br>
<br><br>Do you generally represent workers or businesses? More than 99% of our customers are staff members. Our Dallas work lawyers aggressively argue for imposing and expanding employee rights. Because we do not represent employers, we are not concerned with losing organization customers by passionately defending employees.<br>
<br><br>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](https://propbuysells.com) Law.<br>
<br><br>Does your law office have the necessary resources to manage my case? Yes. With 7 dedicated full-time lawyers in Dallas, we have the resources to deal with most cases.<br>
<br><br>Are you a solo specialist or does your firm worker a number of lawyers that can assist with my case? We are a real law practice that works together as a group.<br>
<br><br>What do other work attorneys think about you? Rob Wiley, Dallas work legal representative, has an exceptional track record. Mr. Wiley is an elected member of the Dallas Bar Association's [Employment](http://ad.hrincjob.com) Law Council, is the past president of the Dallas-Fort Worth Employment Lawyers Association, has been named a Texas Super Lawyer by Thompson Reuters every year because 2014, named a Super Lawyers Rising Star from 2012-2013, and has actually been to speak at different lawyer training conferences throughout the United States and internationally.<br>
<br><br>Have you ever been reprimanded or disciplined by a bar association? No. You can verify attorney disciplinary history at www.texasbar.com.<br>
<br><br>Will you meet me in person for the initial consultation? Yes. We strongly advocate for face-to-face meetings. Most employment cases are intricate. Our Dallas [employment](http://interiorwork.co.kr) legal representatives desire to meet you in individual to have a meaningful discussion about your case.<br>
<br><br>Will I satisfy an actual attorney for my initial assessment? Yes. Unlike numerous law companies, we do not use paralegals or non-lawyer personnel for initial assessments.<br>
<br><br>Do you charge an initial assessment charge? If not, why not? Yes, we charge a consultation charge. By charging a seek advice from charge, we dramatically decrease the variety of initial consultations. This allows us to have an attorney present at every preliminary consultation. It likewise guarantees that the clients we see are serious about their case. Our company believe that most credible work attorneys charge for an initial assessment. In our opinion, work attorneys who do not charge for a preliminary seek advice from are usually not very [excellent](https://hireme4job.com).<br>
<br><br>The Law Office of Rob Wiley, P.C. represents staff members in a range of disputes with their employers. A lot 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 private cases, we likewise represent workers in class or collective actions and intricate lawsuits.<br>
<br>Discrimination is restricted under Title VII of the Civil Rights Act of 1964, the Americans with Disabilities Act, the Age Discrimination in [Employment](https://altaviator.com) 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 firm such as the Equal Job Opportunity Commission (EEOC). We routinely represent workers before government agencies and in court.<br>
<br>It is prohibited for a company to allow a hostile workplace under a number of state and federal laws. Generally, a hostile workplace occurs when a worker experiences severe or pervasive harassment. For instance, a supervisor who sexually pesters a subordinate can develop an unlawful hostile work environment. Similarly, use of the "n-word," teasing a disabled worker, [employment](https://links.gtanet.com.br/qpcstaci6800) or demeaning a staff member's religions could produce a hostile workplace.<br>
<br>It is prohibited for a company to strike back against a worker for exercising office rights. This can consist of retaliation for [employment](https://wiki.team-glisto.com/index.php?title=Benutzer:BelenWentz56) complaining about discrimination, harassment, workplace safety, overdue overtime, or union organizing. Retaliatory acts include termination, failure to promote, or pay cuts. Retaliation can also include harassment or bullying created to deter other workers from making grievances or doing something about it versus the employer. Employees who understand financial or federal government fraud might have unique whistleblower defenses. Our law office represents whistleblowers in procedures before the SEC, FINRA, and OSHA. We likewise represent whistleblowers in federal court actions worrying grant scams, Medicare/Medicaid scams, and defense contracting fraud.<br>
<br>Every year employers in the United States underpay their workers by billions of dollars. Most American employees are eligible to be paid (1) base pay which is presently $7.25 per hour, and (2) overtimes salaries of one-and-one-half times their routine per hour rate. Sweating off the clock, consisting of over lunch or after hours, is usually illegal. Only certain high-level managers, administrators, and specialists might be paid a salary in lieu of overtime. The exceptions are rare.<br>
<br>While many workers are thought about tipped workers and are paid $2.13 per hour, overall settlement should be at least $7.25 per hour, consisting of ideas. Additionally, employers must pay tipped staff members $5.12 rather of $2.13 or $3.20 when working overtime. It is unlawful for a restaurant to require tipped employees to pay breakage fees, strolled tabs, or share pointers with kitchen personnel, janitors, or management.<br>
<br>Employees who qualify for household and medical leave are entitled to approximately twelve weeks of leave. Leave can be for the care of a partner, parent, or child. 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 staff members who are looking for leave, have actually taken leave, or are returning from leave. After departing, a staff member must be gone back to the exact same or a comparable position.<br>
<br>Under the Americans with Disabilities Act ("ADA") an employer need to offer a disabled employee with sensible lodgings. if it would allow the employee to carry out the vital functions of the job. Reasonable accommodations could include, customizing work schedules, short-term leave, working from home, or changing job duties.<br>
<br>The due date to file a work claim can be incredibly short. If you are experiencing issues in your workplace or have actually been fired, call our office instantly.<br>