Rob Wiley, P.C. is a Dallas law company representing workers in lawsuits against employers. Typical cases consist of work discrimination, retaliation, unsettled or mispaid wages, and failure to supply advantages like medical leave or sensible accommodation. We have actually been representing workers since 2000 and have actually helped countless Dallas workers.
Our workplace is staffed by 6 attorneys focused solely on work law. We office out of a brought back Victorian estate initially integrated in 1910. We are situated in the State-Thomas location of Uptown Dallas.
If you are looking for a work legal representative to represent you in a legal conflict, please contact us.
Having practiced employment law for more than a years, Rob Wiley knows it can be difficult to discover a certified work legal representative in Texas. The majority of our customers have never needed to work with a lawyer before. We suggest you ask these 10 questions to find the very best work attorney for you:
What percentage of your practice is devoted to work law?The Law Office of Rob Wiley, P.C. devotes practically all of our practice to employment law.
Do you generally represent employees or organizations? More than 99% of our customers are employees. Our Dallas work attorneys aggressively argue for implementing and broadening worker rights. Because we do not represent companies, we are not concerned with losing organization 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 certified Rob Wiley as an Expert in Labor and Employment Law.
Does your law firm have the needed resources to manage my case? Yes. With seven dedicated full-time attorneys in Dallas, we have the resources to manage most cases.
Are you a solo practitioner or does your firm worker a number of attorneys that can help with my case? We are a real law office that collaborates as a group.
What do other employment lawyers think about you? Rob Wiley, Dallas employment lawyer, has an exceptional track record. Mr. Wiley is an elected member of the Dallas Bar Association's Employment Law Council, is the previous president of the Dallas-Fort Worth Employment Lawyers Association, has been named a Texas Super Lawyer by Thompson Reuters every year since 2014, called a Super Lawyers Rising Star from 2012-2013, and has been invited to speak at various legal representative training conferences across 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 employment the initial consultation? Yes. We highly advocate for in person meetings. Most employment cases are complex. Our Dallas work lawyers desire to meet you personally to have a significant discussion about your case.
Will I meet an actual lawyer for my initial assessment? Yes. Unlike many law companies, we do not use paralegals or non-lawyer personnel for preliminary assessments.
Do you charge a preliminary consultation cost? If not, why not? Yes, we charge a consultation fee. By charging a speak with cost, we drastically decrease the number of initial assessments. This allows us to have an attorney present at every preliminary consultation. It likewise ensures that the customers we see are serious about their case. We think that many respectable work lawyers charge for a preliminary assessment. In our opinion, work legal representatives who do not charge for an initial speak with are generally not great.
The Law Office of Rob Wiley, P.C. represents employees in a range of disagreements with their companies. 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 the majority of our cases are specific cases, we likewise represent employees in class or collective actions and complicated lawsuits.
Discrimination is prohibited 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 necessary to work with an attorney before suing with any federal government company such as the Equal Employment Opportunity Commission (EEOC). We frequently represent workers before government companies and in court.
It is illegal for a company to allow a hostile work environment under numerous state and federal laws. Generally, a hostile workplace takes place when a worker experiences serious or prevalent harassment. For instance, a supervisor who sexually bugs a subordinate can produce an illegal hostile workplace. Similarly, usage of the "n-word," taunting a handicapped worker, or demeaning an employee's religions could produce a hostile workplace.
It is illegal for an employer to retaliate against an employee for working out workplace rights. This can consist of retaliation for grumbling about discrimination, harassment, office security, overdue overtime, or union arranging. Retaliatory acts consist of termination, failure to promote, or pay cuts. Retaliation can also include harassment or bullying developed to dissuade other staff members from making complaints or doing something about it against the employer. Employees who understand monetary or government fraud might have unique whistleblower protections. Our law office 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 scams.
Every year companies in the United States underpay their employees by billions of dollars. Most American employees are eligible to be paid (1) base pay which is currently $7.25 per hour, and (2) overtimes earnings of one-and-one-half times their routine hourly rate. Sweating off the clock, consisting of over lunch or after hours, is usually unlawful. Only certain high-level supervisors, administrators, and experts might be paid a wage in lieu of overtime. The exceptions are scarce.
While lots of staff members are thought about tipped staff members and are paid $2.13 per hour, total payment must be at least $7.25 per hour, consisting of tips. Additionally, companies must pay tipped workers $5.12 instead of $2.13 or $3.20 when working overtime. It is prohibited for a dining establishment to require tipped employees to pay damage charges, walked tabs, or share ideas with kitchen area personnel, janitors, employment or management.
Employees who get for family and medical leave are entitled to approximately twelve weeks of leave. Leave can be for the care of a partner, parent, or kid. Employees can also take personal medical leave for their own severe medical condition. Importantly, leave can be taken in blocks or on an intermittent, as needed basis. Employers can not strike back against employees who are looking for leave, have actually taken leave, or are returning from leave. After departing, a worker should be gone back to the exact same or a comparable position.
Under the Americans with Disabilities Act ("ADA") a company need to provide a handicapped staff member with affordable accommodations. if it would allow the staff member to carry out the vital functions of the job. Reasonable accommodations might include, modifying work schedules, brief term leave, working from home, or changing job duties.
The deadline to file a work claim can be incredibly short. If you are experiencing issues in your workplace or have actually been fired, contact our workplace immediately.
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Dallas Employment Lawyers
Agnes Seals edited this page 2025-02-11 14:54:31 +02:00