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Founded Date November 16, 1980
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Sectors Restaurant Services
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Posted Jobs 0
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Company Description
Dallas Employment Lawyers
Rob Wiley, P.C. is a Dallas law company representing employees in suits versus companies. Typical cases include employment discrimination, retaliation, unpaid or mispaid wages, and failure to supply benefits like medical leave or sensible lodging. We have been representing staff members given that 2000 and have actually helped countless Dallas workers.
Our workplace is staffed by 6 attorneys focused exclusively on employment law. We office out of a restored Victorian estate initially integrated in 1910. We are situated in the State-Thomas location of Uptown Dallas.
If you are trying to find a work lawyer to represent you in a legal conflict, job please call us.
Having practiced employment law for more than a decade, Rob Wiley knows it can be tough to discover a certified employment attorney in Texas. The majority of our clients have never had to work with a legal representative before. We recommend you ask these 10 questions to discover the very best work legal representative for you:
What percentage of your practice is dedicated to work law?The Law Office of Rob Wiley, P.C. devotes nearly all of our practice to work law.
Do you normally represent employees or services? More than 99% of our clients are staff members. Our Dallas work attorneys aggressively argue for imposing and broadening worker rights. Because we do not represent employers, we are not worried about losing organization clients by passionately fighting for workers.
Are you a Texas attorney who is Board Certified in Labor job 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 firm have the essential resources to handle my case? Yes. With seven dedicated full-time lawyers in Dallas, we have the resources to manage most cases.
Are you a solo professional or does your firm worker a number of lawyers that can assist with my case? We are a genuine law company that collaborates as a team.
What do other employment legal representatives consider you? Rob Wiley, Dallas employment legal representative, has an exceptional 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 actually been called a Texas Super Lawyer by Thompson Reuters every year considering that 2014, job called a Super Lawyers Rising Star from 2012-2013, and has actually been welcomed to speak at numerous lawyer training conferences throughout 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 in person for the preliminary assessment? Yes. We highly promote for in person meetings. Most work cases are complex. Our Dallas work attorneys wish to consult with you in individual to have a significant discussion about your case.
Will I satisfy a real lawyer for my preliminary consultation? Yes. Unlike lots of law practice, we do not utilize paralegals or non-lawyer staff for preliminary consultations.
Do you charge a preliminary assessment charge? If not, why not? Yes, we charge an assessment fee. By charging a seek advice from fee, we dramatically reduce the number of preliminary assessments. This allows us to have an attorney present at every preliminary consultation. It also ensures that the customers we see are major about their case. We believe that a lot of respectable work lawyers charge for an . In our opinion, employment legal representatives who do not charge for an initial speak with are typically not excellent.
The Law Office of Rob Wiley, P.C. represents staff members in a variety of disagreements with their companies. A number 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 many of our cases are private cases, we also represent employees in class or cumulative actions and complex litigation.
Discrimination is forbidden 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 essential to employ a lawyer before submitting a claim with any federal government firm such as the Equal Job Opportunity Commission (EEOC). We routinely represent staff members before government firms and in court.
It is illegal for an employer to allow a hostile work environment under several state and federal laws. Generally, a hostile workplace happens when a staff member experiences serious or pervasive harassment. For instance, a supervisor who sexually harasses a subordinate can create an unlawful hostile workplace. Similarly, usage of the “n-word,” ridiculing a disabled employee, or demeaning a staff member’s religions might produce a hostile workplace.
It is illegal for an employer to strike back versus a worker for exercising workplace rights. This can include retaliation for complaining about discrimination, harassment, work environment safety, overdue overtime, or union arranging. Retaliatory acts consist of termination, failure to promote, or pay cuts. Retaliation can also include harassment or bullying created to dissuade other workers from making complaints or acting versus the employer. Employees who know financial or government fraud may have unique whistleblower securities. Our law workplace represents whistleblowers in procedures before the SEC, FINRA, and OSHA. We also represent whistleblowers in federal court actions worrying grant fraud, Medicare/Medicaid scams, and defense contracting scams.
Every year companies in the United States underpay their staff members by billions of dollars. Most American employees are qualified to be paid (1) base pay which is currently $7.25 per hour, and (2) overtimes incomes of one-and-one-half times their routine hourly rate. Sweating off the clock, consisting of over lunch or after hours, is practically always unlawful. Only specific high-level managers, administrators, and specialists might be paid an income in lieu of overtime. The exceptions are few and far between.
While many staff members are considered tipped employees and are paid $2.13 per hour, total compensation needs to be at least $7.25 per hour, job including ideas. Additionally, companies must pay tipped workers $5.12 rather of $2.13 or $3.20 when working overtime. It is prohibited for a restaurant to need tipped workers to pay breakage fees, walked 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, moms and dad, or child. Employees can also take individual medical leave for their own severe medical condition. Importantly, leave can be taken in blocks or on an intermittent, as needed basis. Employers can not retaliate versus employees who are looking for leave, have taken leave, or are returning from leave. After taking leave, a worker must be gone back to the same or a comparable position.
Under the Americans with Disabilities Act (“ADA”) a company should offer a disabled staff member with sensible accommodations. if it would enable the employee to perform the necessary functions of the job. Reasonable accommodations could consist of, customizing work schedules, job brief term leave, working from home, or adjusting job responsibilities.
The due date to submit an employment claim can be exceptionally short. If you are experiencing problems in your workplace or have been fired, contact our office immediately.