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Date de création août 30, 2013
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Secteur Blanchisserie
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Offres d'emploi 0
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Consultés 11
Company Description
Dallas Employment Lawyers
Rob Wiley, P.C. is a Dallas law office representing employees in suits versus companies. Typical cases include employment discrimination, retaliation, overdue or mispaid incomes, and failure to offer benefits like medical leave or affordable accommodation. We have been representing employees considering that 2000 and have actually assisted thousands of Dallas employees.
Our office is staffed by 6 attorneys focused exclusively on work law. We workplace out of a restored Victorian estate initially integrated in 1910. We are located in the State-Thomas area of Uptown Dallas.
If you are searching for an employment legal representative to represent you in a legal disagreement, please call us.
Having practiced employment law for more than a decade, Rob Wiley understands it can be hard to find a certified work attorney in Texas. The of our clients have never needed to employ an attorney before. We advise you ask these 10 questions to discover the best employment legal representative for you:
What portion of your practice is devoted to employment law?The Law Office of Rob Wiley, employment P.C. commits practically all of our practice to employment law.
Do you typically represent workers or businesses? More than 99% of our customers are staff members. Our Dallas employment lawyers aggressively argue for enforcing and broadening worker rights. Because we do not represent employers, we are not interested in losing service clients by passionately combating for workers.
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 accredited Rob Wiley as a Professional in Labor and Employment Law.
Does your law office have the required resources to handle my case? Yes. With 7 devoted full-time attorneys in Dallas, we have the resources to manage most cases.
Are you a solo practitioner or does your company staff member a number of lawyers that can assist with my case? We are a genuine law office that works together as a team.
What do other employment lawyers think about you? Rob Wiley, Dallas work attorney, has an outstanding reputation. 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 actually been named a Texas Super Lawyer by Thompson Reuters every year because 2014, called a Super Lawyers Rising Star from 2012-2013, and has actually been invited to speak at different 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 lawyer disciplinary history at www.texasbar.com.
Will you meet me face-to-face for the initial assessment? Yes. We highly promote for in person meetings. Most work cases are complex. Our Dallas work attorneys want to satisfy with you face to face to have a significant discussion about your case.
Will I meet a real attorney for my preliminary assessment? Yes. Unlike many law firms, we do not use paralegals or non-lawyer personnel for initial assessments.
Do you charge a preliminary assessment cost? If not, why not? Yes, we charge a consultation cost. By charging a seek advice from fee, we significantly reduce the number of initial consultations. This permits us to have an attorney present at every initial consultation. It also guarantees that the customers we see are major about their case. Our company believe that many credible work attorneys charge for a preliminary assessment. In our opinion, work legal representatives who do not charge for an initial seek advice from are usually not very good.
The Law Office of Rob Wiley, P.C. represents workers in a range of disputes with their employers. A lot of our cases are before state and federal agencies 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 individual cases, we likewise represent employees in class or cumulative actions and complicated lawsuits.
Discrimination is prohibited under Title VII of the Civil Liberty Act of 1964, the Americans with Disabilities Act, employment the Age Discrimination in Employment Act, the Pregnancy Discrimination Act, and other state and federal laws. In our experience, it is essential to work with a lawyer before suing with any federal government agency such as the Equal Job Opportunity Commission (EEOC). We routinely represent staff members before government companies and in court.
It is unlawful for an employer to permit a hostile workplace under numerous state and employment federal laws. Generally, a hostile work environment occurs when a staff member experiences severe or prevalent harassment. For instance, a supervisor employment who sexually pesters a subordinate can produce an illegal hostile workplace. Similarly, usage of the « n-word, » teasing a handicapped staff member, or demeaning a worker’s faiths could develop a hostile work environment.
It is illegal for an employer to strike back against an employee for working out office rights. This can consist of retaliation for complaining about discrimination, harassment, office security, overdue overtime, or union organizing. Retaliatory acts include termination, failure to promote, or pay cuts. Retaliation can likewise consist of harassment or bullying designed to discourage other staff members from making complaints or acting against the company. Employees who understand financial or federal government fraud might have unique whistleblower protections. Our law office represents whistleblowers in proceedings before the SEC, FINRA, employment and OSHA. We likewise represent whistleblowers in federal court actions worrying grant fraud, Medicare/Medicaid fraud, and defense contracting fraud.
Every year employers in the United States underpay their workers by billions of dollars. Most American workers are qualified to be paid (1) base pay which is currently $7.25 per hour, and (2) overtimes earnings of one-and-one-half times their routine per hour rate. Working off the clock, consisting of over lunch or after hours, is usually unlawful. Only particular top-level supervisors, administrators, and specialists may be paid a salary in lieu of overtime. The exceptions are rare.
While numerous staff members are thought about tipped staff members and are paid $2.13 per hour, total payment must be at least $7.25 per hour, including tips. Additionally, employers must pay tipped staff members $5.12 rather of $2.13 or $3.20 when working overtime. It is illegal for a dining establishment to require tipped staff members to pay breakage costs, employment walked tabs, or share pointers with cooking area personnel, janitors, or management.
Employees who receive 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, employment or kid. Employees can likewise take individual medical leave for their own serious 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 taken leave, or are returning from leave. After taking leave, a worker must be gone back to the exact same or an equivalent position.
Under the Americans with Disabilities Act (« ADA ») an employer should supply a handicapped staff member with reasonable lodgings. if it would allow the employee to carry out the important functions of the task. Reasonable lodgings might include, modifying work schedules, short term leave, working from home, or adjusting job duties.
The due date to submit an employment claim can be exceptionally brief. If you are experiencing problems in your office or have actually been fired, contact our workplace right away.