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Дата на основаване декември 27, 2006
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Сектори Ресторанти, Заведения
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Публикувани работни места 0
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Разгледано 2
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Dallas Employment Lawyers
Rob Wiley, P.C. is a Dallas law office representing workers in claims versus companies. Typical cases include employment discrimination, retaliation, overdue or mispaid earnings, and failure to supply benefits like medical leave or sensible accommodation. We have actually been representing staff members considering that 2000 and have helped countless Dallas employees.
Our office is staffed by six lawyers focused exclusively on work law. We workplace out of a restored Victorian mansion originally integrated in 1910. We lie in the State-Thomas area of Uptown Dallas.
If you are searching for a work attorney to represent you in a legal dispute, please call us.
Having practiced work law for more than a decade, Rob Wiley understands it can be hard to discover a qualified work legal representative in Texas. Most of our customers have never needed to work with a legal representative before. We advise you ask these 10 questions to find the best work lawyer for you:
What percentage of your practice is dedicated to employment law?The Law Office of Rob Wiley, P.C. devotes nearly all of our practice to work law.
Do you normally represent employees or companies? More than 99% of our clients are staff members. Our Dallas work lawyers aggressively argue for implementing and employment broadening worker rights. Because we do not companies, we are not worried about losing business clients by passionately defending staff members.
Are you a Texas attorney 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 practice have the essential 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 company employee a number of attorneys that can assist with my case? We are a real law practice that interacts as a team.
What do other employment attorneys think about you? Rob Wiley, Dallas employment legal representative, has an excellent track record. 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 considering that 2014, named a Super Lawyers Rising Star from 2012-2013, and has been welcomed to speak at different legal representative training conferences across the United States and internationally.
Have you ever been reprimanded or disciplined by a bar association? No. You can validate lawyer disciplinary history at www.texasbar.com.
Will you consult with me face-to-face for the preliminary assessment? Yes. We strongly advocate for face-to-face meetings. Most employment cases are complex. Our Dallas work attorneys wish to satisfy with you face to face to have a significant discussion about your case.
Will I meet an actual lawyer for my initial assessment? Yes. Unlike numerous law firms, we do not utilize paralegals or non-lawyer staff for initial assessments.
Do you charge a preliminary assessment fee? If not, why not? Yes, we charge a consultation cost. By charging a seek advice from cost, we dramatically decrease the number of preliminary consultations. This enables us to have an attorney present at every preliminary assessment. It also guarantees that the customers we see are severe about their case. Our company believe that the majority of trusted work lawyers charge for a preliminary consultation. In our viewpoint, work legal representatives who do not charge for an initial consult are generally not great.
The Law Office of Rob Wiley, P.C. represents workers in a range of disagreements with their employers. Much of our cases are before state and federal agencies like the EEOC, employment the Department of Labor, or the Texas Workforce Commission. Other cases are submitted in state or federal court. Although the majority of our cases are specific cases, we likewise represent employees in class or collective actions and complex litigation.
Discrimination is restricted 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, employment it is necessary to hire a lawyer before suing with any federal government company such as the Equal Job Opportunity Commission (EEOC). We frequently represent staff members before federal government firms and in court.
It is prohibited for a company to allow a hostile work environment under numerous state and federal laws. Generally, a hostile work environment happens when a staff member experiences extreme or prevalent harassment. For instance, a supervisor who sexually bugs a subordinate can create an illegal hostile work environment. Similarly, usage of the „n-word,“ taunting a handicapped worker, or demeaning an employee’s faiths might produce a hostile work environment.
It is prohibited for employment a company to strike back versus a staff member for working out office rights. This can include retaliation for grumbling about discrimination, harassment, workplace security, unsettled overtime, or union arranging. Retaliatory acts include termination, failure to promote, or pay cuts. Retaliation can likewise include harassment or bullying developed to deter other workers from making problems or taking action against the company. Employees who are conscious of financial or government fraud may have unique whistleblower securities. Our law office represents whistleblowers in procedures before the SEC, FINRA, and OSHA. We likewise represent whistleblowers in federal court actions concerning grant fraud, Medicare/Medicaid fraud, 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 incomes of one-and-one-half times their routine per hour rate. Working off the clock, including over lunch or after hours, is practically constantly prohibited. Only specific top-level managers, administrators, and professionals may be paid an income in lieu of overtime. The exceptions are couple of and far between.
While many employees are thought about tipped workers and are paid $2.13 per hour, overall compensation should be at least $7.25 per hour, including ideas. Additionally, companies need to pay tipped employees $5.12 rather of $2.13 or $3.20 when working overtime. It is unlawful for a restaurant to require tipped workers to pay damage costs, strolled tabs, or share tips with cooking area staff, janitors, or management.
Employees who get approved for household and medical leave are entitled to approximately twelve weeks of leave. Leave can be for the care of a spouse, moms and dad, or child. Employees can also take personal medical leave for their own serious medical condition. Importantly, leave can be taken in blocks or on a periodic, as needed basis. Employers can not strike back versus staff members who are looking for leave, employment have actually taken leave, or are returning from leave. After departing, an employee must be gone back to the exact same or an equivalent position.
Under the Americans with Disabilities Act („ADA“) a company need to supply a handicapped staff member with sensible lodgings. if it would permit the employee to carry out the essential functions of the job. Reasonable lodgings might consist of, customizing work schedules, short term leave, working from home, or adjusting task duties.
The due date to submit a work claim can be extremely short. If you are experiencing problems in your work environment or have actually been fired, contact our workplace right away.