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关于我们
Dallas Employment Lawyers
Rob Wiley, P.C. is a Dallas law company representing workers in claims versus employers. Typical cases consist of work discrimination, retaliation, unpaid or mispaid incomes, and failure to provide advantages like medical leave or affordable lodging. We have been representing staff members since 2000 and have assisted countless Dallas employees.
Our office is staffed by six attorneys focused entirely on work law. We office out of a brought back Victorian estate initially integrated in 1910. We are located in the State-Thomas area of Uptown Dallas.
If you are searching for a work attorney to represent you in a legal dispute, please contact us.
Having practiced employment law for more than a years, job Rob Wiley understands it can be challenging to discover a qualified work attorney in Texas. The majority of our customers have never ever needed to employ an attorney before. We suggest you ask these ten questions to discover the finest employment attorney for you:
What percentage of your practice is dedicated to work law?The Law Office of Rob Wiley, P.C. dedicates practically all of our practice to employment law.
Do you usually represent workers or organizations? More than 99% of our clients are employees. Our Dallas employment lawyers aggressively argue for job enforcing and expanding employee rights. Because we do not represent companies, we are not worried about losing company customers by passionately defending 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 licensed Rob Wiley as a Specialist in Labor and .
Does your law practice have the essential resources to manage my case? Yes. With 7 devoted full-time lawyers in Dallas, we have the resources to manage most cases.
Are you a solo practitioner or does your firm worker numerous lawyers that can help with my case? We are a real law practice that collaborates as a team.
What do other work attorneys think of you? Rob Wiley, Dallas employment attorney, has an outstanding credibility. 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 called a Texas Super Lawyer by Thompson Reuters every year given that 2014, called a Super Lawyers Rising Star from 2012-2013, and has actually 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 attorney disciplinary history at www.texasbar.com.
Will you meet me face-to-face for the initial consultation? Yes. We highly promote for in person conferences. Most employment cases are intricate. Our Dallas work attorneys wish to meet you face to face to have a significant discussion about your case.
Will I meet an actual attorney for my preliminary assessment? Yes. Unlike many law practice, we do not use paralegals or non-lawyer personnel for initial consultations.
Do you charge a preliminary assessment fee? If not, why not? Yes, we charge an assessment fee. By charging a seek advice from fee, we considerably minimize the variety of initial consultations. This allows us to have a lawyer present at every initial assessment. It also guarantees that the clients we see are severe about their case. Our company believe that many reliable employment lawyers charge for a preliminary consultation. In our opinion, employment lawyers who do not charge for an initial speak with are generally not great.
The Law Office of Rob Wiley, P.C. represents staff members in a range of disputes with their employers. Many of our cases are before state and federal companies like the EEOC, the Department of Labor, or the Texas Workforce Commission. Other cases are submitted in state or federal court. Although most of our cases are private cases, we likewise represent workers in class or collective actions and intricate lawsuits.
Discrimination is restricted 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 hire an attorney before suing with any government firm such as the Equal Job Opportunity Commission (EEOC). We frequently represent staff members before federal government firms and in court.
It is illegal for an employer to permit a hostile work environment under numerous state and federal laws. Generally, a hostile workplace happens when an employee experiences severe or prevalent harassment. For example, a supervisor who sexually harasses a subordinate can produce an illegal hostile workplace. Similarly, usage of the "n-word," taunting a handicapped staff member, or job demeaning an employee's faiths could produce a hostile workplace.
It is prohibited for a company to retaliate versus a worker for working out office rights. This can consist of retaliation for grumbling about discrimination, harassment, workplace security, unsettled overtime, or union arranging. Retaliatory acts consist of termination, failure to promote, or pay cuts. Retaliation can likewise include harassment or bullying developed to deter other employees from making grievances or doing something about it versus the company. Employees who are mindful of financial or government scams may have unique whistleblower protections. Our law office represents whistleblowers in proceedings before the SEC, FINRA, job and OSHA. We likewise represent whistleblowers in federal court actions worrying grant fraud, Medicare/Medicaid scams, and defense contracting scams.
Every year employers in the United States underpay their staff members by billions of dollars. Most American workers are eligible to be paid (1) base pay which is currently $7.25 per hour, and (2) overtimes incomes of one-and-one-half times their regular hourly rate. Sweating off the clock, consisting of over lunch or after hours, is often unlawful. Only particular high-level managers, administrators, and professionals might be paid a salary in lieu of overtime. The exceptions are couple of and far in between.
While many workers are thought about tipped staff members and are paid $2.13 per hour, overall compensation needs to be at least $7.25 per hour, including ideas. Additionally, companies need to pay tipped staff members $5.12 rather of $2.13 or $3.20 when working overtime. It is prohibited for a restaurant to require tipped employees to pay damage charges, walked tabs, or share pointers with kitchen area personnel, janitors, or management.
Employees who get approved for household 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 child. Employees can also take personal medical leave for their own severe medical condition. Importantly, leave can be taken in blocks or on a periodic, as required basis. Employers can not strike back against staff members who are seeking leave, have departed, or are returning from leave. After departing, a staff member should be gone back to the exact same or an equivalent position.
Under the Americans with Disabilities Act ("ADA") a company need to offer a handicapped employee with sensible accommodations. if it would enable the staff member to perform the vital functions of the task. Reasonable accommodations might consist of, customizing work schedules, short term leave, working from home, or changing job responsibilities.
The due date to file an employment claim can be incredibly brief. If you are experiencing issues in your work environment or have been fired, call our workplace instantly.