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Overview

  • Founded Date 25 6 月, 1966
  • Sectors 防疫產品
  • Posted Jobs 0
  • Viewed 6

Company Description

Dallas Employment Lawyers

Rob Wiley, P.C. is a Dallas law firm representing workers in suits against employers. Typical cases include employment discrimination, retaliation, unsettled or mispaid earnings, and failure to offer benefits like medical leave or affordable lodging. We have been representing staff members considering that 2000 and have assisted countless Dallas workers.

Our workplace is staffed by 6 lawyers focused solely on employment law. We workplace out of a restored Victorian mansion initially integrated in 1910. We are situated in the State-Thomas area of Uptown Dallas.

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

Having practiced work law for more than a decade, Rob Wiley knows it can be difficult to discover a certified work legal representative in Texas. Most of our customers have never had to hire a lawyer before. We suggest you ask these ten concerns to discover the very best employment lawyer for you:

What portion of your practice is committed to work law?The Law Office of Rob Wiley, P.C. devotes almost all of our practice to employment law.

Do you normally represent employees or organizations? More than 99% of our clients are staff members. Our Dallas work attorneys aggressively argue for enforcing and broadening worker rights. Because we do not represent employers, 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 certified Rob Wiley as an Expert in Labor and Employment Law.

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

Are you a solo specialist or does your company worker several lawyers that can help with my case? We are a real law office that collaborates as a team.

What do other work legal representatives consider you? Rob Wiley, Dallas employment attorney, has an exceptional 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 called a Texas Super Lawyer by Thompson Reuters every year given that 2014, named a Super Lawyers Rising Star from 2012-2013, and has been invited to speak at various attorney training conferences throughout the United States and internationally.

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

Will you consult with me face-to-face for the preliminary assessment? Yes. We strongly promote for in person meetings. Most work cases are complex. Our Dallas work attorneys want to satisfy with you personally to have a significant discussion about your case.

Will I fulfill an actual lawyer for my initial assessment? Yes. Unlike many law practice, we do not utilize paralegals or non-lawyer staff for initial consultations.

Do you charge a preliminary consultation cost? If not, why not? Yes, we charge an assessment charge. By charging a seek advice from charge, we dramatically minimize the variety of initial consultations. This allows us to have an attorney present at every initial consultation. It likewise ensures that the customers we see are major about their case. Our company believe that most trustworthy work attorneys charge for an initial consultation. In our opinion, work lawyers who do not charge for a preliminary consult are generally not extremely great.

The Law Office of Rob Wiley, P.C. represents staff members in a variety of conflicts with their employers. A lot of our cases are before state and federal firms 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, we likewise represent employees in class or collective actions and complex lawsuits.

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 federal laws. In our experience, it is crucial to employ an attorney before filing a claim with any government agency such as the Equal Job Opportunity Commission (EEOC). We frequently represent employees before federal government firms and in court.

It is unlawful for an employer to permit a hostile work environment under several state and federal laws. Generally, a hostile work environment occurs when a staff member or pervasive harassment. For instance, a supervisor who sexually bugs a subordinate can develop an illegal hostile work environment. Similarly, usage of the “n-word,” teasing a disabled employee, or demeaning a staff member’s faiths could develop a hostile workplace.

It is unlawful for an employer to retaliate versus a worker for exercising workplace rights. This can consist of retaliation for complaining about discrimination, harassment, office safety, overdue overtime, or union arranging. Retaliatory acts include termination, failure to promote, or pay cuts. Retaliation can likewise include harassment or bullying developed to discourage other staff members from making grievances or doing something about it against the company. Employees who understand monetary or government scams may have special whistleblower protections. Our law workplace represents whistleblowers in proceedings before the SEC, FINRA, and OSHA. We likewise represent whistleblowers in federal court actions concerning grant fraud, Medicare/Medicaid scams, and defense contracting fraud.

Every year companies in the United States underpay their employees by billions of dollars. Most American workers are eligible to be paid (1) minimum wage which is currently $7.25 per hour, and (2) overtimes wages of one-and-one-half times their regular per hour rate. Working off the clock, including over lunch or after hours, is often illegal. Only specific top-level managers, administrators, and specialists might be paid a wage in lieu of overtime. The exceptions are rare.

While many workers are thought about tipped employees and are paid $2.13 per hour, total settlement should be at least $7.25 per hour, consisting of pointers. Additionally, employers should pay tipped workers $5.12 instead of $2.13 or employment $3.20 when working overtime. It is prohibited for employment a dining establishment to need tipped workers to pay breakage fees, walked tabs, or share suggestions with cooking 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 spouse, parent, or child. Employees can likewise take personal medical leave for their own major medical condition. Importantly, employment leave can be taken in blocks or on a periodic, as required basis. Employers can not strike back against employees who are looking for leave, have actually departed, or are returning from leave. After departing, employment an employee should be gone back to the same or a comparable position.

Under the Americans with Disabilities Act (“ADA”) a company should offer a handicapped worker with affordable lodgings. if it would allow the worker to carry out the necessary functions of the job. Reasonable accommodations could consist of, customizing work schedules, short-term leave, working from home, or adjusting task responsibilities.

The deadline to file an employment claim can be extremely brief. If you are experiencing problems in your workplace or have been fired, call our workplace instantly.