Rob Wiley, P.C. is a Dallas law office representing workers in suits against companies. Typical cases consist of work discrimination, retaliation, overdue or employment mispaid earnings, and failure to provide benefits like medical leave or sensible accommodation. We have been representing employees because 2000 and have helped countless Dallas employees.
Our workplace is staffed by 6 lawyers focused solely on employment law. We office out of a brought back Victorian mansion originally constructed in 1910. We lie in the State-Thomas area of Uptown Dallas.
If you are searching for a work attorney to represent you in a legal disagreement, please contact us.
Having practiced work law for more than a decade, Rob Wiley knows it can be difficult to discover a qualified work attorney in Texas. Most of our customers have never needed to employ a lawyer before. We recommend you ask these ten concerns to find the best employment lawyer for you:
What percentage of your practice is dedicated to work law?The Law Office of Rob Wiley, P.C. devotes nearly all of our practice to work law.
Do you typically represent employees or businesses? More than 99% of our clients are employees. Our Dallas employment lawyers aggressively argue for implementing and broadening worker rights. Because we do not represent employers, we are not interested in losing company clients by passionately defending employees.
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 accredited Rob Wiley as an Expert in Labor and Employment Law.
Does your law practice have the essential resources to manage my case? Yes. With 7 devoted full-time attorneys in Dallas, we have the resources to manage most cases.
Are you a solo specialist or does your firm worker a number of attorneys that can help with my case? We are a real law office that interacts as a team.
What do other work attorneys think about you? Rob Wiley, Dallas work attorney, has an outstanding reputation. 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 actually been called a Texas Super Lawyer by Thompson Reuters every year given that 2014, called a Super Lawyers Rising Star from 2012-2013, employment and has actually been invited to speak at various attorney training conferences throughout the United States and worldwide.
Have you ever been reprimanded or disciplined by a bar association? No. You can validate attorney disciplinary history at www.texasbar.com.
Will you meet me face-to-face for the preliminary consultation? Yes. We strongly promote for in person conferences. Most employment cases are complicated. Our Dallas work legal representatives want to fulfill with you face to face to have a significant conversation about your case.
Will I satisfy a real attorney for my initial assessment? Yes. Unlike numerous law companies, we do not use paralegals or non-lawyer staff for preliminary consultations.
Do you charge a preliminary consultation fee? If not, employment why not? Yes, we charge an assessment charge. By charging a consult cost, we significantly lower the number of preliminary assessments. This allows us to have a lawyer present at every preliminary assessment. It also ensures that the clients we see are major about their case. We believe that a lot of respectable work attorneys charge for an initial assessment. In our opinion, employment attorneys who do not charge for a preliminary seek advice from are normally not really good.
The Law Office of Rob Wiley, P.C. represents employees in a variety of conflicts with their companies. A number 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 many of our cases are private cases, we also represent employees in class or collective actions and complicated lawsuits.
Discrimination is forbidden 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 very important to hire a lawyer before suing with any government firm such as the Equal Job Opportunity Commission (EEOC). We routinely represent staff members before federal government firms and in court.
It is prohibited for a company to permit a hostile work environment under several state and federal laws. Generally, a hostile work environment happens when a worker experiences extreme or pervasive harassment. For instance, a supervisor who sexually pesters a subordinate can create an unlawful hostile workplace. Similarly, use of the "n-word," ridiculing a handicapped worker, or demeaning a worker's religious beliefs could produce a hostile work environment.
It is prohibited for an employer to retaliate against a staff member for exercising work environment rights. This can include retaliation for grumbling about discrimination, harassment, workplace security, unsettled overtime, or union arranging. Retaliatory acts include termination, failure to promote, or pay cuts. Retaliation can also consist of harassment or bullying developed to discourage other employees from making complaints or taking action against the company. Employees who know monetary or federal government scams may have unique whistleblower defenses. 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 employers in the United States underpay their workers by billions of dollars. Most American employees are eligible to be paid (1) minimum wage which is currently $7.25 per hour, and (2) overtimes incomes of one-and-one-half times their routine per hour rate. Sweating off the clock, including over lunch or after hours, is generally prohibited. Only certain top-level managers, administrators, employment and might be paid a wage in lieu of overtime. The exceptions are rare.
While numerous staff members are considered tipped workers and are paid $2.13 per hour, total settlement should be at least $7.25 per hour, including ideas. Additionally, employers need to pay tipped employees $5.12 instead of $2.13 or $3.20 when working overtime. It is illegal for a dining establishment to need tipped workers to pay breakage fees, strolled tabs, or share ideas with cooking area staff, janitors, or management.
Employees who get approved for family and medical leave are entitled to up to twelve weeks of leave. Leave can be for the care of a spouse, parent, employment or kid. Employees can also take personal medical leave for their own serious medical condition. Importantly, leave can be taken in blocks or on a periodic, as required basis. Employers can not retaliate against staff members who are looking for leave, have taken leave, or are returning from leave. After departing, a staff member needs to be returned to the exact same or a comparable position.
Under the Americans with Disabilities Act ("ADA") a company need to offer a disabled worker with reasonable lodgings. if it would permit the staff member to carry out the important functions of the task. Reasonable lodgings might include, modifying work schedules, short term leave, working from home, or adjusting task responsibilities.
The deadline to submit a work claim can be incredibly brief. If you are experiencing issues in your workplace or have been fired, contact our workplace instantly.
