Dailynaukri

Dallas Employment Lawyers

Rob Wiley, P.C. is a Dallas law firm representing workers in claims versus employers. Typical cases include work discrimination, retaliation, overdue or mispaid salaries, and failure to provide benefits like medical leave or sensible . We have been representing staff members given that 2000 and have helped thousands of Dallas workers.

Our office is staffed by six attorneys focused solely on work law. We workplace out of a restored Victorian mansion originally developed in 1910. We are situated in the State-Thomas area of Uptown Dallas.

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

Having practiced work law for more than a decade, Rob Wiley understands it can be hard to find a qualified work legal representative in Texas. The majority of our customers have never ever needed to work with an attorney before. We suggest you ask these ten concerns to find the very best employment lawyer for you:

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

Do you usually represent employees or companies? More than 99% of our customers are staff members. Our Dallas work lawyers strongly argue for enforcing and broadening employee rights. Because we do not represent employers, we are not worried about losing service clients 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 actually certified Rob Wiley as a Professional in Labor and Employment Law.

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

Are you a solo professional or does your firm employee a number of lawyers that can help with my case? We are a genuine law office that collaborates as a team.

What do other employment legal representatives consider you? Rob Wiley, Dallas employment lawyer, has an outstanding reputation. Mr. Wiley is an elected member of the Dallas Bar Association’s Employment Law Council, is the previous president of the Dallas-Fort Worth Employment Lawyers Association, has actually been called a Texas Super Lawyer by Thompson Reuters every year since 2014, called a Super Lawyers Rising Star from 2012-2013, and has actually been invited to speak at numerous lawyer training conferences across the United States and worldwide.

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 face-to-face for the initial assessment? Yes. We highly advocate for in person meetings. Most work cases are intricate. Our Dallas work attorneys desire to meet with you personally to have a meaningful conversation about your case.

Will I meet an actual lawyer for my preliminary assessment? Yes. Unlike numerous law practice, we do not use paralegals or non-lawyer staff for initial consultations.

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

The Law Office of Rob Wiley, P.C. represents staff members in a variety of disputes with their companies. A number 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 many of our cases are specific cases, we also represent employees in class or cumulative actions and complicated 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 very important to work with a lawyer before submitting a claim with any federal government firm such as the Equal Job Opportunity Commission (EEOC). We frequently represent staff members before government companies and in court.

It is unlawful for an employer to permit a hostile work environment under a number of state and federal laws. Generally, a hostile workplace occurs when an employee experiences extreme or pervasive harassment. For example, a supervisor who sexually pesters a subordinate can develop an illegal hostile workplace. Similarly, use of the “n-word,” taunting a disabled employee, or demeaning a staff member’s spiritual beliefs could develop a hostile work environment.

It is prohibited for an employer to strike back against a staff member for working out work environment rights. This can include retaliation for grumbling about discrimination, harassment, work environment security, overdue overtime, or union arranging. Retaliatory acts include termination, failure to promote, or pay cuts. Retaliation can also consist of harassment or bullying created to discourage other employees from making grievances or taking action versus the employer. Employees who know financial or federal government fraud might have unique whistleblower defenses. Our law office represents whistleblowers in proceedings before the SEC, FINRA, and OSHA. We also represent whistleblowers in federal court actions concerning grant fraud, Medicare/Medicaid fraud, and defense contracting scams.

Every year companies in the United States underpay their workers by billions of dollars. Most American employees are qualified to be paid (1) base pay which is presently $7.25 per hour, and (2) overtimes salaries of one-and-one-half times their regular hourly rate. Working off the clock, consisting of over lunch or after hours, is generally unlawful. Only specific high-level managers, administrators, and professionals may be paid an income in lieu of overtime. The exceptions are couple of and far between.

While numerous employees are thought about tipped staff members and are paid $2.13 per hour, overall payment needs to be at least $7.25 per hour, consisting of pointers. Additionally, companies need to pay tipped staff members $5.12 rather of $2.13 or $3.20 when working overtime. It is unlawful for a dining establishment to need tipped workers to pay damage fees, strolled tabs, or share tips with kitchen area personnel, janitors, or management.

Employees who get approved for household 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 referall.us child. Employees can also take personal medical leave for their own severe medical condition. Importantly, leave can be taken in blocks or on a periodic, as needed basis. Employers can not strike back versus employees who are looking for leave, have actually taken leave, or are returning from leave. After departing, an employee should be gone back to the very same or an equivalent position.

Under the Americans with Disabilities Act (“ADA”) a company must offer a disabled staff member with affordable lodgings. if it would allow the worker to perform the essential functions of the job. Reasonable lodgings could consist of, customizing work schedules, short-term leave, working from home, or adjusting task responsibilities.

The due date to submit a work claim can be exceptionally short. If you are experiencing issues in your work environment or have actually been fired, call our office immediately.