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Дата на основаване март 25, 1914
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Сектори Банково дело и Финанси
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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 company representing employees in claims versus companies. Typical cases consist of employment discrimination, retaliation, overdue or mispaid incomes, and failure to supply benefits like medical leave or reasonable lodging. We have actually been representing employees since 2000 and have helped countless Dallas employees.
Our workplace is staffed by 6 attorneys focused solely on work law. We workplace out of a brought back Victorian estate initially constructed in 1910. We lie in the State-Thomas location of Uptown Dallas.
If you are searching for a work attorney to represent you in a legal disagreement, please contact us.
Having practiced employment law for more than a years, Rob Wiley knows it can be challenging to find a qualified work attorney in Texas. The majority of our customers have never had to work with a legal representative before. We suggest you ask these 10 to find the very best work attorney for you:
What percentage of your practice is committed to employment law?The Law Office of Rob Wiley, P.C. dedicates practically all of our practice to work law.
Do you generally represent workers or companies? More than 99% of our customers are workers. Our Dallas employment lawyers strongly argue for enforcing and broadening worker rights. Because we do not represent employers, we are not interested in losing company customers by passionately defending employees.
Are you a Texas attorney who is Board Certified in Labor employment and employment Employment Law by the Texas Board of Legal Specialization? Yes. The Texas Board of Legal Specialization has accredited Rob Wiley as a Professional in Labor and Employment Law.
Does your law practice have the required resources to handle my case? Yes. With seven devoted full-time attorneys in Dallas, we have the resources to handle most cases.
Are you a solo professional or does your firm employee several attorneys that can assist with my case? We are a genuine law practice that works together as a group.
What do other work legal representatives believe about you? Rob Wiley, Dallas employment attorney, has an outstanding 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 since 2014, called a Super Lawyers Rising Star from 2012-2013, and has actually been welcomed to speak at different lawyer training conferences throughout the United States and employment worldwide.
Have you ever been reprimanded or disciplined by a bar association? No. You can verify lawyer disciplinary history at www.texasbar.com.
Will you meet me face-to-face for the preliminary consultation? Yes. We strongly promote for face-to-face conferences. Most work cases are intricate. Our Dallas employment attorneys want to fulfill with you face to face to have a significant discussion about your case.
Will I satisfy a real lawyer for my preliminary consultation? Yes. Unlike lots of law office, we do not utilize paralegals or non-lawyer personnel for employment preliminary consultations.
Do you charge an initial assessment cost? If not, why not? Yes, we charge a consultation cost. By charging a consult charge, we drastically reduce the number of preliminary assessments. This permits us to have a lawyer present at every initial assessment. It likewise guarantees that the clients we see are major employment about their case. We think that many reputable employment lawyers charge for an initial consultation. In our opinion, employment attorneys who do not charge for a preliminary consult are generally not excellent.
The Law Office of Rob Wiley, P.C. represents workers in a range of conflicts with their employers. Many 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 most of our cases are individual cases, we likewise represent employees in class or collective actions and complex lawsuits.
Discrimination is prohibited 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 an attorney before filing a claim with any federal government company such as the Equal Employment Opportunity Commission (EEOC). We frequently represent workers before federal government agencies and in court.
It is illegal for an employer to permit a hostile workplace under numerous state and federal laws. Generally, a hostile workplace occurs when an employee experiences extreme or prevalent harassment. For instance, a manager who sexually bothers a subordinate can create an unlawful hostile workplace. Similarly, usage of the „n-word,“ taunting a disabled employee, employment or demeaning a worker’s religions might create a hostile workplace.
It is prohibited for an employer to strike back against a staff member for exercising work environment rights. This can include retaliation for grumbling about discrimination, employment harassment, workplace safety, overdue overtime, or union arranging. Retaliatory acts include termination, failure to promote, or pay cuts. Retaliation can also include harassment or bullying created to deter other staff members from making complaints or taking action against the employer. Employees who are aware of financial or government scams might have unique whistleblower protections. 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 fraud, and defense contracting fraud.
Every year companies in the United States underpay their employees by billions of dollars. Most American workers are qualified to be paid (1) base pay which is presently $7.25 per hour, and (2) overtimes wages of one-and-one-half times their routine hourly rate. Working off the clock, including over lunch or after hours, is generally prohibited. Only specific top-level managers, administrators, and specialists might be paid an income in lieu of overtime. The exceptions are scarce.
While numerous staff members are thought about tipped staff members and are paid $2.13 per hour, total settlement should be at least $7.25 per hour, including tips. Additionally, employers need to pay tipped staff members $5.12 instead of $2.13 or $3.20 when working overtime. It is illegal for a dining establishment to require tipped employees to pay damage fees, walked tabs, or share suggestions with kitchen area staff, janitors, or management.
Employees who certify 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 kid. Employees can likewise 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 against workers who are seeking leave, have actually departed, or are returning from leave. After taking leave, a worker must be returned to the exact same or a comparable position.
Under the Americans with Disabilities Act („ADA“) a company must offer a disabled worker with sensible lodgings. if it would allow the staff member to carry out the vital functions of the task. Reasonable accommodations might consist of, modifying work schedules, short-term leave, working from home, or adjusting job responsibilities.
The deadline to file an employment claim can be extremely brief. If you are experiencing issues in your workplace or have been fired, call our office instantly.