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Fecha de fundación 17/03/1916
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Sectores Construcción y Metal
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Ofertas Publicadas 0
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Visto 6
Descripción de la compañía
Dallas Employment Lawyers
Rob Wiley, P.C. is a Dallas law company representing employees in claims against employers. Typical cases consist of employment discrimination, retaliation, unsettled or mispaid incomes, and failure to provide advantages like medical leave or affordable accommodation. We have been representing employees considering that 2000 and have actually assisted countless Dallas employees.
Our workplace is staffed by six lawyers focused exclusively on work law. We workplace out of a brought back Victorian mansion initially integrated in 1910. We are located in the State-Thomas area of Uptown Dallas.
If you are trying to find an employment legal representative to represent you in a legal disagreement, please contact us.
Having practiced work law for more than a years, Rob Wiley knows it can be hard to discover a qualified employment legal representative in Texas. Most of our customers have actually never needed to hire an attorney before. We recommend you ask these ten concerns to find the very best work legal representative for you:
What percentage of your practice is committed to employment law?The Law Office of Rob Wiley, P.C. devotes nearly all of our practice to employment law.
Do you normally represent employees or services? More than 99% of our clients are staff members. Our Dallas employment attorneys aggressively argue for implementing and expanding employee rights. Because we do not represent employers, we are not worried about losing business customers by passionately combating for employees.
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 Specialist in Labor and Employment Law.
Does your law practice have the essential resources to manage my case? Yes. With seven dedicated full-time lawyers in Dallas, we have the resources to deal with most cases.
Are you a solo practitioner or referall.us does your firm staff member a number of lawyers that can assist with my case? We are a genuine law office that interacts as a group.
What do other employment legal representatives believe about you? Rob Wiley, Dallas employment attorney, has an outstanding track record. Mr. Wiley is an elected member of the Dallas Bar Association’s Employment Law Council, is the past president of the Dallas-Fort Worth Employment Lawyers Association, has been called a Texas Super Lawyer by Thompson Reuters every year considering that 2014, named a Super Lawyers Rising Star from 2012-2013, and has been invited to speak at various lawyer training conferences across the United States and internationally.
Have you ever been reprimanded or disciplined by a bar association? No. You can verify attorney disciplinary history at www.texasbar.com.
Will you consult with me in person for the initial assessment? Yes. We highly promote for in person conferences. Most work cases are intricate. Our Dallas work legal representatives wish to meet you face to face to have a significant discussion about your case.
Will I meet a real attorney for my initial assessment? Yes. Unlike lots of law practice, we do not utilize paralegals or non-lawyer staff for preliminary consultations.
Do you charge an initial consultation fee? If not, why not? Yes, we charge an assessment charge. By charging a seek advice from cost, we drastically decrease the number of initial consultations. This allows us to have a lawyer present at every preliminary consultation. It also ensures that the clients we see are major about their case. Our company believe that many reliable work attorneys charge for an initial assessment. In our viewpoint, work lawyers who do not charge for an initial seek advice from are usually not great.
The Law Office of Rob Wiley, P.C. represents staff members in a range of conflicts with their companies. Many of our cases are before state and federal agencies 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 specific cases, we also represent workers in class or collective actions and complicated lawsuits.
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 essential to hire an attorney before filing a claim with any government company such as the Equal Job Opportunity Commission (EEOC). We frequently represent workers before government firms and in court.
It is unlawful for an employer to permit a hostile workplace under numerous state and federal laws. Generally, a hostile workplace takes place when an employee experiences extreme or pervasive harassment. For example, a supervisor who sexually bugs a subordinate can produce an unlawful hostile workplace. Similarly, usage of the «n-word,» teasing a disabled staff member, or demeaning a worker’s religions could create a hostile work environment.
It is prohibited for an employer to strike back versus a worker for working out workplace rights. This can include retaliation for complaining about discrimination, harassment, work environment safety, overdue overtime, or union arranging. Retaliatory acts consist of termination, failure to promote, or pay cuts. Retaliation can likewise consist of harassment or bullying designed to deter other workers from making grievances or doing something about it against the employer. Employees who are aware of monetary or government scams may have unique whistleblower protections. Our law workplace represents whistleblowers in proceedings 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 workers by billions of dollars. Most American employees are qualified to be paid (1) minimum wage which is presently $7.25 per hour, and (2) overtimes wages of one-and-one-half times their routine hourly rate. Sweating off the clock, including over lunch or after hours, is often illegal. Only certain high-level managers, administrators, and experts might be paid a wage in lieu of overtime. The exceptions are scarce.
While many employees are thought about tipped workers and are paid $2.13 per hour, total compensation must be at least $7.25 per hour, consisting of tips. 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 restaurant to need tipped workers to pay damage fees, walked tabs, or share ideas with kitchen staff, janitors, or management.
Employees who qualify for household and medical leave are to approximately twelve weeks of leave. Leave can be for the care of a spouse, moms and dad, or kid. Employees can also take personal medical leave for their own major medical condition. Importantly, leave can be taken in blocks or on an intermittent, as needed basis. Employers can not strike back versus workers who are looking for leave, have actually taken leave, or are returning from leave. After departing, an employee must be gone back to the very same or a comparable position.
Under the Americans with Disabilities Act («ADA») an employer need to provide a handicapped staff member with sensible accommodations. if it would permit the worker to perform the necessary functions of the job. Reasonable accommodations might consist of, modifying work schedules, short-term leave, working from home, or adjusting job responsibilities.
The deadline to submit an employment claim can be incredibly brief. If you are experiencing issues in your office or have been fired, contact our office instantly.