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Dallas Employment Lawyers

Rob Wiley, P.C. is a Dallas law practice representing workers in lawsuits versus employers. Typical cases consist of employment discrimination, retaliation, employment overdue or mispaid wages, and failure to offer benefits like medical leave or affordable accommodation. We have been representing employees considering that 2000 and have helped thousands of Dallas employees.

Our workplace is staffed by 6 attorneys focused exclusively on work law. We workplace out of a restored Victorian mansion originally constructed in 1910. We are situated in the State-Thomas area of Uptown Dallas.

If you are searching for an employment lawyer to represent you in a legal conflict, please contact us.

Having practiced work law for more than a decade, Rob Wiley knows it can be difficult to discover a qualified employment attorney in Texas. The majority of our clients have actually never needed to employ a lawyer before. We suggest you ask these ten concerns to discover the very best employment lawyer for you:

What percentage of your practice is devoted to employment law?The Law Office of Rob Wiley, P.C. dedicates practically all of our practice to employment law.

Do you generally represent employees or companies? More than 99% of our customers are staff members. Our Dallas employment attorneys strongly argue for implementing and broadening worker rights. Because we do not represent companies, we are not concerned with losing business customers by passionately battling for staff members.

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 licensed 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 dedicated full-time attorneys in Dallas, we have the resources to handle most cases.

Are you a solo professional or does your company worker numerous attorneys that can assist with my case? We are a real law office that collaborates as a group.

What do other work legal representatives think about you? Rob Wiley, Dallas employment legal representative, has an outstanding reputation. Mr. Wiley is an elected member of the Dallas Bar Association’s Employment 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 since 2014, named a Super Lawyers Rising Star from 2012-2013, and has been invited to speak at various training conferences across the United States and internationally.

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

Will you consult with me face-to-face for employment the preliminary consultation? Yes. We highly promote for in person meetings. Most work cases are intricate. Our Dallas employment lawyers wish to meet you personally to have a meaningful discussion about your case.

Will I fulfill a real attorney for my initial assessment? Yes. Unlike many law office, we do not use paralegals or non-lawyer staff for initial assessments.

Do you charge an initial consultation cost? If not, why not? Yes, we charge an assessment fee. By charging a speak with fee, we drastically minimize the variety of preliminary assessments. This permits us to have an attorney present at every preliminary assessment. It likewise makes sure that the clients we see are serious about their case. Our company believe that most reliable employment lawyers charge for a preliminary assessment. In our opinion, employment attorneys who do not charge for an initial seek advice from are normally not extremely good.

The Law Office of Rob Wiley, P.C. represents workers in a variety of disputes 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 specific cases, we likewise represent employees in class or cumulative actions and intricate lawsuits.

Discrimination is prohibited 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 work with a lawyer before filing a claim with any federal government agency such as the Equal Job Opportunity Commission (EEOC). We frequently represent employees before government firms and in court.

It is unlawful for an employer to allow a hostile workplace under several state and federal laws. Generally, a hostile workplace takes place when a staff member experiences severe or pervasive harassment. For instance, a supervisor who sexually pesters a subordinate can develop an illegal hostile work environment. Similarly, use of the “n-word,” taunting a disabled staff member, or demeaning a staff member’s faiths could develop a hostile workplace.

It is illegal for an employer to retaliate against an employee for working out office rights. This can include retaliation for grumbling about discrimination, harassment, work environment safety, unpaid overtime, 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 workers from making complaints or doing something about it against the company. Employees who are mindful of financial or government scams may have unique whistleblower securities. 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.

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

While numerous employees are considered tipped workers and are paid $2.13 per hour, total payment needs to be at least $7.25 per hour, consisting of tips. Additionally, employers should 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 employees to pay damage fees, strolled tabs, or share suggestions with cooking area personnel, janitors, or management.

Employees who receive family and medical leave are entitled to up to twelve weeks of leave. Leave can be for the care of a partner, moms and dad, or kid. Employees can also take personal medical leave for their own major medical condition. Importantly, employment leave can be taken in blocks or on an intermittent, as needed basis. Employers can not strike back versus staff members who are seeking leave, have departed, or are returning from leave. After departing, a staff member needs to be gone back to the exact same or an equivalent position.

Under the Americans with Disabilities Act (“ADA”) an employer must offer a handicapped employee with sensible lodgings. if it would enable the worker to perform the important functions of the job. Reasonable accommodations might include, customizing work schedules, brief term leave, working from home, or adjusting task responsibilities.

The deadline to submit an employment claim can be exceptionally brief. If you are experiencing problems in your work environment or have actually been fired, call our office instantly.

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