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Dallas Employment Lawyers

Rob Wiley, P.C. is a Dallas law office representing employees in lawsuits against employers. Typical cases include work discrimination, retaliation, unpaid or mispaid wages, and failure to provide advantages like medical leave or reasonable accommodation. We have been representing employees given that 2000 and have helped countless Dallas employees.

Our workplace is staffed by 6 lawyers focused exclusively on employment law. We office out of a brought back Victorian mansion originally integrated in 1910. We lie in the State-Thomas area of Uptown Dallas.

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

Having practiced employment law for more than a decade, Rob Wiley understands it can be difficult to find a certified work legal representative in Texas. Most of our clients have actually never ever needed to work with an attorney before. We advise you ask these ten questions to discover the finest work attorney for employment you:

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

Do you typically represent employees or businesses? More than 99% of our clients are staff members. Our Dallas work lawyers strongly argue for imposing and expanding worker rights. Because we do not represent companies, we are not interested in losing service clients by passionately defending employees.

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 certified as an Expert in Labor and Employment Law.

Does your law firm have the necessary resources to handle my case? Yes. With 7 devoted full-time attorneys in Dallas, we have the resources to deal with 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 genuine law practice that collaborates as a group.

What do other employment legal representatives believe about you? Rob Wiley, Dallas work lawyer, has an exceptional reputation. Mr. Wiley is an elected member of the Dallas Bar Association's Employment Law Council, employment is the previous president of the Dallas-Fort Worth Employment Lawyers Association, has actually been named a Texas Super Lawyer by Thompson Reuters every year given that 2014, named a Super Lawyers Rising Star from 2012-2013, and has actually been invited to speak at numerous lawyer training conferences throughout the United States and globally.

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

Will you meet me in person for the preliminary assessment? Yes. We highly advocate for in person meetings. Most employment cases are complicated. Our Dallas employment legal representatives desire to meet with you face to face to have a significant conversation about your case.

Will I fulfill a real attorney for my initial consultation? Yes. Unlike many law office, we do not utilize paralegals or non-lawyer personnel for preliminary assessments.

Do you charge an initial assessment charge? If not, why not? Yes, we charge a consultation charge. By charging a seek advice from cost, we dramatically reduce the number of initial assessments. This permits us to have an attorney present at every initial consultation. It likewise guarantees that the customers we see are serious about their case. Our company believe that most credible work lawyers charge for a preliminary assessment. In our opinion, employment attorneys who do not charge for an initial consult are typically not very excellent.

The Law Office of Rob Wiley, employment P.C. represents staff members in a variety of conflicts 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 filed in state or federal court. Although the majority of our cases are individual cases, employment we likewise represent employees in class or collective actions and complex litigation.

Discrimination is restricted 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 necessary to hire a lawyer before suing with any federal government firm such as the Equal Employment Opportunity Commission (EEOC). We regularly represent workers before government agencies and in court.

It is prohibited for employment a company to permit a hostile work environment under several state and federal laws. Generally, a hostile workplace occurs when an employee experiences extreme or prevalent harassment. For example, a manager who sexually bugs a subordinate can develop an unlawful hostile work environment. Similarly, usage of the "n-word," taunting a handicapped staff member, or demeaning a worker's religions might produce a hostile work environment.

It is illegal for an employer to strike back versus an employee for exercising work environment rights. This can consist of retaliation for complaining about discrimination, harassment, workplace security, overdue overtime, or union arranging. Retaliatory acts consist of termination, failure to promote, or pay cuts. Retaliation can likewise consist of harassment or bullying designed to dissuade other employees from making complaints or acting versus the employer. Employees who are mindful of monetary or government scams may have special whistleblower securities. Our law workplace represents whistleblowers in procedures before the SEC, FINRA, 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 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 regular per hour rate. Sweating off the clock, consisting of over lunch or after hours, is almost constantly prohibited. Only particular high-level supervisors, administrators, and specialists may be paid an income in lieu of overtime. The exceptions are scarce.

While lots of staff members are thought about tipped workers and are paid $2.13 per hour, total payment must be at least $7.25 per hour, employment consisting of ideas. Additionally, companies must pay tipped staff members $5.12 rather of $2.13 or $3.20 when working overtime. It is illegal for a restaurant to require tipped workers to pay breakage charges, strolled tabs, or share pointers with cooking area staff, janitors, or management.

Employees who qualify for household and medical leave are entitled to as much as twelve weeks of leave. Leave can be for the care of a spouse, moms and dad, or kid. Employees can likewise take personal medical leave for their own major medical condition. Importantly, leave can be taken in blocks or on a periodic, as needed basis. Employers can not retaliate against staff members who are looking for leave, have departed, employment or are returning from leave. After departing, an employee needs to be gone back to the same or a comparable position.

Under the Americans with Disabilities Act ("ADA") an employer need to supply a handicapped staff member with affordable lodgings. if it would allow the worker to perform the essential functions of the task. Reasonable accommodations could consist of, modifying work schedules, short-term leave, working from home, or changing job tasks.

The due date to file a work claim can be incredibly brief. If you are experiencing problems in your work environment or have been fired, call our office immediately.

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