Jobest Tradelinks
Dallas Employment Lawyers
Rob Wiley, P.C. is a Dallas law office representing workers in lawsuits against employers. Typical cases include work discrimination, retaliation, unsettled or mispaid salaries, and failure to provide advantages like medical leave or reasonable lodging. We have actually been representing employees given that 2000 and have assisted thousands of Dallas employees.
Our office is staffed by 6 attorneys focused entirely on work law. We office out of a brought back Victorian estate initially developed 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 conflict, please call us.
Having practiced employment law for more than a years, Rob Wiley knows it can be challenging to discover a certified employment attorney in Texas. Most of our customers have never had to hire a legal representative before. We advise you ask these ten questions to discover the best work lawyer for you:
What percentage of your practice is dedicated to work law?The Law Office of Rob Wiley, job P.C. devotes practically all of our practice to work law.
Do you normally represent workers or organizations? More than 99% of our clients are workers. Our Dallas work attorneys aggressively argue for imposing and expanding employee rights. Because we do not represent employers, we are not worried about 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 licensed Rob Wiley as an Expert in Labor and Employment Law.
Does your law company have the needed 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 specialist or does your firm staff member several lawyers that can assist with my case? We are a genuine law office that collaborates as a group.
What do other work attorneys think of you? Rob Wiley, Dallas employment attorney, has an outstanding reputation. Mr. Wiley is an elected member of the Dallas Bar Association’s Employment Law Council, job is the past president of the Dallas-Fort Worth Employment Lawyers Association, has actually been named a Texas Super Lawyer by Thompson Reuters every year because 2014, called a Super Lawyers Rising Star from 2012-2013, and has been welcomed to speak at numerous lawyer training conferences across the United States and internationally.
Have you ever been reprimanded or disciplined by a bar association? No. You can confirm attorney disciplinary history at www.texasbar.com.
Will you consult with me in person for the preliminary consultation? Yes. We highly for face-to-face conferences. Most work cases are complex. Our Dallas employment lawyers wish to meet you personally to have a significant conversation about your case.
Will I meet an actual lawyer for my preliminary consultation? Yes. Unlike lots of law firms, we do not use paralegals or non-lawyer personnel for preliminary consultations.
Do you charge an initial assessment fee? If not, why not? Yes, we charge an assessment cost. By charging a seek advice from charge, we considerably decrease the variety of initial assessments. This permits us to have a lawyer present at every initial assessment. It also makes sure that the customers we see are severe about their case. Our company believe that a lot of credible work attorneys charge for a preliminary consultation. In our opinion, work lawyers who do not charge for a preliminary consult are usually not great.
The Law Office of Rob Wiley, P.C. represents staff members in a variety of disputes with their employers. Many 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 private cases, we likewise represent workers in class or collective actions and intricate 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, job and other state and federal laws. In our experience, it is necessary to employ an attorney before suing with any federal government firm such as the Equal Job Opportunity Commission (EEOC). We routinely represent staff members before federal government firms and in court.
It is unlawful for a company to permit a hostile workplace under numerous state and federal laws. Generally, a hostile workplace takes place when an employee experiences severe or prevalent harassment. For instance, job a supervisor who sexually bugs a subordinate can develop an illegal hostile work environment. Similarly, usage of the “n-word,” taunting a handicapped worker, or demeaning a staff member’s faiths might produce a hostile workplace.
It is illegal for a company to strike back against a staff member for exercising work environment rights. This can consist of retaliation for complaining about discrimination, harassment, work environment security, unpaid overtime, or union arranging. Retaliatory acts consist of termination, failure to promote, or pay cuts. Retaliation can also include harassment or bullying created to deter other employees from making complaints or doing something about it versus the employer. Employees who understand monetary or federal government scams may have unique whistleblower defenses. Our law workplace represents whistleblowers in procedures before the SEC, FINRA, and OSHA. We likewise represent whistleblowers in federal court actions concerning grant scams, Medicare/Medicaid fraud, and job defense contracting fraud.
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 (2) overtimes earnings of one-and-one-half times their routine per hour rate. Working off the clock, consisting of over lunch or after hours, is nearly constantly unlawful. Only particular high-level supervisors, administrators, and professionals might be paid an income in lieu of overtime. The exceptions are couple of and far in between.
While many staff members are considered tipped workers and are paid $2.13 per hour, total payment must be at least $7.25 per hour, consisting of tips. Additionally, companies need to pay tipped employees $5.12 rather of $2.13 or $3.20 when working overtime. It is illegal for a dining establishment to need tipped employees to pay damage costs, walked tabs, or share pointers with kitchen area staff, janitors, or management.
Employees who get approved for family and medical leave are entitled to as much as 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 severe medical condition. Importantly, leave can be taken in blocks or on a periodic, as required basis. Employers can not retaliate versus staff members who are seeking leave, have departed, or are returning from leave. After taking leave, a staff member should be returned to the exact same or a comparable position.
Under the Americans with Disabilities Act (“ADA”) a company must supply a disabled worker with sensible lodgings. if it would allow the worker to perform the necessary functions of the job. Reasonable accommodations could include, customizing work schedules, short term leave, working from home, or adjusting task tasks.
The deadline to file a work claim can be extremely short. If you are experiencing problems in your work environment or have been fired, contact our office right away.
