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Overview

  • Founded Date June 14, 2009
  • Sectors Restaurant / Food Services
  • Posted Jobs 0
  • Viewed 4
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Company Description

Dallas Employment Lawyers

Rob Wiley, employment P.C. is a Dallas law practice representing employees in lawsuits against employers. Typical cases include work discrimination, retaliation, unsettled or mispaid wages, and employment failure to provide benefits like medical leave or reasonable accommodation. We have actually been representing employees since 2000 and have assisted thousands of Dallas employees.

Our office is staffed by 6 attorneys focused solely on work law. We office out of a brought back Victorian estate originally integrated in 1910. We are located in the State-Thomas area of Uptown Dallas.

If you are trying to find a work legal representative to represent you in a legal disagreement, please contact us.

Having practiced employment law for more than a decade, Rob Wiley understands it can be tough to discover a certified work attorney in Texas. The majority of our customers have actually never needed to hire a lawyer before. We advise you ask these ten questions to find the finest employment attorney for you:

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

Do you generally represent workers or businesses? More than 99% of our customers are staff members. Our Dallas work attorneys aggressively argue for enforcing and broadening worker rights. Because we do not represent companies, we are not concerned with losing organization clients by passionately defending workers.

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 Professional in Labor and Employment Law.

Does your law office have the essential resources to manage my case? Yes. With seven dedicated full-time attorneys in Dallas, we have the resources to deal with most cases.

Are you a solo practitioner or does your company worker numerous attorneys that can assist with my case? We are a genuine law office that works together as a group.

What do other employment lawyers think of you? Rob Wiley, Dallas employment lawyer, has an exceptional credibility. 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 given that 2014, called a Super Lawyers Rising Star from 2012-2013, and has been invited to speak at numerous lawyer training conferences across the United States and globally.

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

Will you satisfy with me in person for the initial consultation? Yes. We highly promote for face-to-face meetings. Most employment cases are complex. Our Dallas employment lawyers wish to consult with you personally to have a significant discussion about your case.

Will I meet an actual lawyer for my preliminary consultation? Yes. Unlike numerous law office, we do not utilize paralegals or non-lawyer staff for initial assessments.

Do you charge an initial assessment fee? If not, why not? Yes, we charge a consultation charge. By charging a speak with cost, we dramatically reduce the number of initial assessments. This permits us to have a lawyer present at every preliminary consultation. It likewise guarantees that the customers we see are major about their case. We think that a lot of reliable employment attorneys charge for an initial consultation. In our viewpoint, employment legal representatives who do not charge for employment a preliminary speak with are usually not great.

The Law Office of Rob Wiley, P.C. represents workers in a range of disagreements with their companies. A lot of our cases are before state and federal agencies like the EEOC, the Department of Labor, or the Texas Workforce Commission. Other cases are filed in state or federal court. Although most of our cases are individual cases, we likewise represent employees in class or collective actions and complicated 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 hire a lawyer before suing with any government company such as the Equal Employment Opportunity Commission (EEOC). We routinely represent employees before government companies and in court.

It is prohibited for an employer to allow a hostile work environment under numerous state and federal laws. Generally, a hostile work environment takes place when a worker experiences extreme or prevalent harassment. For example, a supervisor who sexually pesters a subordinate can produce an illegal hostile workplace. Similarly, use of the “n-word,” teasing a handicapped worker, or demeaning an employee’s faiths might develop a hostile workplace.

It is unlawful for a company to strike back against an employee for working out work environment rights. This can consist of retaliation for employment grumbling about discrimination, harassment, office security, unsettled overtime, or union organizing. Retaliatory acts consist of termination, failure to promote, or pay cuts. Retaliation can likewise include harassment or bullying designed to deter other staff members from making complaints or taking action versus the company. Employees who know monetary or government fraud 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 concerning grant scams, Medicare/Medicaid fraud, and defense contracting scams.

Every year employers in the United States underpay their employees by billions of dollars. Most American workers are eligible to be paid (1) base pay which is currently $7.25 per hour, and employment (2) overtimes of one-and-one-half times their regular hourly rate. Sweating off the clock, including over lunch or after hours, is usually unlawful. Only certain top-level managers, administrators, and professionals might be paid an income in lieu of overtime. The exceptions are rare.

While numerous employees are thought about tipped staff members and are paid $2.13 per hour, total settlement should be at least $7.25 per hour, consisting of suggestions. Additionally, employers must pay tipped workers $5.12 rather of $2.13 or $3.20 when working overtime. It is illegal for a restaurant to need tipped staff members to pay breakage fees, strolled tabs, or share tips with kitchen area personnel, 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 partner, moms and dad, or kid. Employees can likewise take individual 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 employees who are looking for leave, have actually departed, or are returning from leave. After taking leave, a worker must be gone back to the exact same or a comparable position.

Under the Americans with Disabilities Act (“ADA”) a company should offer a handicapped employee with reasonable lodgings. if it would allow the staff member to perform the necessary functions of the job. Reasonable lodgings might consist of, customizing work schedules, short term leave, working from home, or changing task tasks.

The due date to submit a work claim can be exceptionally brief. If you are experiencing problems in your workplace or have been fired, contact our workplace instantly.

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