
Careercounseling
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Дата на основаване ноември 10, 1927
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Сектори Архитектура, Строителство и Градоустройство
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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 practice representing workers in suits against employers. Typical cases consist of work discrimination, retaliation, unsettled or employment mispaid earnings, and failure to supply advantages like medical leave or reasonable lodging. We have been representing employees considering that 2000 and have assisted countless Dallas employees.
Our office is staffed by 6 attorneys focused solely on work law. We workplace out of a restored Victorian mansion initially integrated in 1910. We are situated in the State-Thomas location of Uptown Dallas.
If you are searching for a work legal representative to represent you in a legal dispute, please call us.
Having practiced employment law for more than a years, Rob Wiley understands it can be challenging to discover a qualified work legal representative in Texas. The majority of our clients have never ever needed to work with a legal representative before. We suggest you ask these ten questions to find the finest employment attorney for you:
What portion of your practice is devoted to work law?The Law Office of Rob Wiley, P.C. dedicates almost all of our practice to employment law.
Do you typically represent employees or organizations? More than 99% of our clients are staff members. Our Dallas work lawyers aggressively argue for implementing and expanding worker rights. Because we do not represent companies, we are not worried about losing company clients by passionately combating for 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 a Professional in Labor and Employment Law.
Does your law office have the needed resources to manage my case? Yes. With seven devoted full-time attorneys in Dallas, we have the resources to handle most cases.
Are you a solo practitioner or does your firm staff member several lawyers that can help with my case? We are a real law practice that collaborates as a team.
What do other employment attorneys consider you? Rob Wiley, Dallas work attorney, has an outstanding credibility. Mr. Wiley is an elected member of the Dallas Bar Association’s Employment Law Council, employment 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 since 2014, named a Super Lawyers Rising Star from 2012-2013, and has actually been invited to speak at various legal representative training conferences throughout the United States and internationally.
Have you ever been reprimanded or disciplined by a bar association? No. You can validate attorney disciplinary history at www.texasbar.com.
Will you consult with me in person for the initial assessment? Yes. We highly promote for face-to-face conferences. Most employment cases are complex. Our Dallas work legal representatives want to meet you face to face to have a meaningful conversation about your case.
Will I satisfy a real attorney for my preliminary assessment? Yes. Unlike many law companies, we do not utilize paralegals or non-lawyer personnel for initial assessments.
Do you charge an initial consultation charge? If not, why not? Yes, we charge a consultation fee. By charging a consult fee, we dramatically minimize the variety of preliminary assessments. This permits us to have an attorney present at every preliminary consultation. It also guarantees that the clients we see are serious about their case. Our company believe that many trustworthy employment lawyers charge for an initial consultation. In our viewpoint, work attorneys who do not charge for an initial speak with are generally not really great.
The Law Office of Rob Wiley, P.C. represents employees in a variety of disputes with their employers. Much of our cases are before state and federal firms like the EEOC, 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 also represent workers in class or collective actions and intricate litigation.
Discrimination is prohibited 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, it is important to hire an attorney before submitting a claim with any federal government firm such as the Equal Employment Opportunity Commission (EEOC). We routinely represent staff members before federal government companies and in court.
It is illegal for an employer to permit a hostile workplace under several state and federal laws. Generally, a hostile work environment takes place when a staff member experiences extreme or pervasive harassment. For instance, a manager who sexually harasses a subordinate can produce an illegal hostile workplace. Similarly, usage of the „n-word,“ taunting a disabled worker, or demeaning an employee’s faiths could develop a hostile workplace.
It is unlawful for an employer to retaliate versus a worker for working out work environment rights. This can include retaliation for grumbling about discrimination, harassment, office security, overdue overtime, or union organizing. Retaliatory acts include termination, failure to promote, or pay cuts. Retaliation can also consist of harassment or bullying designed to other staff members from making grievances or taking action versus the company. Employees who are mindful of monetary or government scams may have special 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 scams, Medicare/Medicaid scams, and defense contracting fraud.
Every year employers in the United States underpay their employees by billions of dollars. Most American employees are eligible to be paid (1) minimum wage which is presently $7.25 per hour, and (2) overtimes earnings of one-and-one-half times their regular per hour rate. Sweating off the clock, consisting of over lunch or after hours, is generally illegal. Only specific high-level managers, administrators, and professionals might be paid a salary in lieu of overtime. The exceptions are scarce.
While many staff members are considered tipped workers and are paid $2.13 per hour, overall settlement needs to be at least $7.25 per hour, including ideas. Additionally, companies must pay tipped staff members $5.12 rather of $2.13 or $3.20 when working overtime. It is unlawful for a restaurant to need tipped staff members to pay breakage fees, walked tabs, or share pointers with kitchen area personnel, janitors, or management.
Employees who receive family and medical leave are entitled to approximately twelve weeks of leave. Leave can be for the care of a spouse, parent, or child. 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 looking for leave, have departed, or are returning from leave. After departing, employment an employee should be gone back to the same or a comparable position.
Under the Americans with Disabilities Act („ADA“) a company must supply a handicapped staff member with reasonable accommodations. if it would allow the employee to carry out the essential functions of the task. Reasonable accommodations might include, employment customizing work schedules, short-term leave, working from home, or changing job duties.
The due date to submit a work claim can be extremely short. If you are experiencing issues in your workplace or have actually been fired, call our office instantly.