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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 offer benefits like medical leave or affordable lodging. We have been representing employees because 2000 and have actually helped countless Dallas workers.
Our workplace is staffed by 6 attorneys focused solely on employment law. We office out of a brought back Victorian estate initially constructed in 1910. We lie in the State-Thomas area of Uptown Dallas.
If you are looking for an employment legal representative to represent you in a legal disagreement, please call us.
Having practiced work law for more than a years, Rob Wiley knows it can be tough to discover a certified work lawyer in Texas. The majority of our customers have never had to work with an attorney before. We advise you ask these ten questions to discover the very best work legal representative for you:
What portion of your practice is committed to work law?The Law Office of Rob Wiley, P.C. commits nearly all of our practice to work law.
Do you typically represent employees or organizations? More than 99% of our customers are workers. Our Dallas employment attorneys strongly argue for imposing and broadening employee rights. Because we do not represent companies, we are not worried about losing business clients by passionately battling for staff members.
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 licensed Rob Wiley as an Expert in Labor and Employment Law.
Does your law company have the necessary 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 practitioner or does your company staff member a number of attorneys that can assist with my case? We are a real law practice that works together as a team.
What do other work legal representatives consider you? Rob Wiley, Dallas work legal representative, has an excellent track record. Mr. Wiley is a chosen 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 actually been welcomed to speak at different attorney training conferences across the United States and internationally.
Have you ever been reprimanded or disciplined by a bar association? No. You can validate lawyer disciplinary history at www.texasbar.com.
Will you consult with me in person for employment the initial assessment? Yes. We highly advocate for in person conferences. Most work cases are complex. Our Dallas employment lawyers wish to meet you in person to have a meaningful discussion about your case.
Will I fulfill an actual lawyer for my initial consultation? Yes. Unlike numerous law firms, we do not utilize paralegals or non-lawyer personnel for initial assessments.
Do you charge a preliminary consultation charge? If not, why not? Yes, we charge an assessment fee. By charging a seek advice from cost, we considerably lower the variety of initial assessments. This allows us to have an attorney present at every preliminary consultation. It likewise makes sure that the clients we see are major about their case. We think that many reputable work lawyers charge for an initial assessment. In our viewpoint, employment lawyers who do not charge for an initial seek advice from are normally not excellent.
The Law Office of Rob Wiley, P.C. represents workers in a variety of disputes with their employers. Much 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 many of our cases are individual cases, we likewise represent workers in class or collective actions and complex litigation.
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 employment federal laws. In our experience, it is very important to work with a lawyer before suing with any federal government company such as the Equal Employment Opportunity Commission (EEOC). We regularly represent staff members before government companies and in court.
It is illegal for a company to permit a hostile work environment under a number of state and federal laws. Generally, a hostile workplace happens when a worker experiences serious or prevalent harassment. For instance, a manager who sexually harasses a subordinate can produce an unlawful hostile workplace. Similarly, use of the "n-word," ridiculing a handicapped employee, or demeaning an employee's faiths could create a hostile work environment.
It is illegal for a company to retaliate versus an employee for exercising office rights. This can include retaliation for complaining about discrimination, harassment, security, overdue overtime, or union organizing. Retaliatory acts consist of termination, failure to promote, or pay cuts. Retaliation can likewise include harassment or bullying designed to discourage other staff members from making complaints or taking action versus the employer. Employees who understand financial or government fraud may have special whistleblower defenses. Our law workplace represents whistleblowers in proceedings before the SEC, FINRA, and OSHA. We likewise represent whistleblowers in federal court actions worrying grant scams, Medicare/Medicaid fraud, and defense contracting fraud.
Every year companies in the United States underpay their workers by billions of dollars. Most American workers are qualified to be paid (1) minimum wage which is presently $7.25 per hour, and (2) overtimes wages of one-and-one-half times their regular per hour rate. Sweating off the clock, consisting of over lunch or after hours, is usually prohibited. Only particular top-level supervisors, administrators, employment and professionals might be paid a salary in lieu of overtime. The exceptions are scarce.
While numerous staff members are thought about tipped employees and are paid $2.13 per hour, total payment should be at least $7.25 per hour, including tips. Additionally, employers need to pay tipped workers $5.12 instead of $2.13 or $3.20 when working overtime. It is unlawful for a dining establishment to need tipped staff members to pay breakage fees, strolled tabs, or share pointers with cooking area staff, janitors, or management.
Employees who receive 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 needed basis. Employers can not strike back against employees who are seeking leave, have actually taken leave, or are returning from leave. After departing, an employee needs to be returned to the same or an equivalent position.
Under the Americans with Disabilities Act ("ADA") a company must offer a handicapped employee with sensible lodgings. if it would permit the worker to carry out the vital functions of the task. Reasonable accommodations might consist of, modifying work schedules, short-term leave, working from home, or changing task duties.
The due date to submit an employment claim can be incredibly short. If you are experiencing issues in your workplace or have been fired, contact our workplace right away.