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 <br>Rob Wiley, P.C. is a Dallas law practice representing workers in lawsuits against companies. Typical cases consist of work discrimination, retaliation, overdue or mispaid salaries, and failure to provide benefits like medical leave or sensible lodging. We have been representing employees given that 2000 and have actually helped thousands of Dallas workers.<br>
 <br>Our office is staffed by 6 attorneys focused entirely on work law. We office out of a brought back Victorian estate originally integrated in 1910. We lie in the State-Thomas area of Uptown Dallas.<br>
 <br>If you are trying to find an [employment](https://requirefreelancer.com) attorney to represent you in a legal dispute, please call us.<br>
 <br>Having practiced employment law for more than a decade, Rob Wiley understands it can be difficult to find a certified work legal representative in Texas. Most of our clients have never ever needed to hire a lawyer before. We recommend you ask these ten concerns to find the best employment legal representative for you:<br>
 <br>What percentage of your practice is dedicated to work law?The Law Office of Rob Wiley, P.C. devotes practically all of our practice to employment law.<br>
 <br><br>Do you usually represent employees or services? More than 99% of our clients are employees. Our Dallas employment attorneys aggressively argue for imposing and expanding employee rights. Because we do not represent employers, we are not worried with losing business customers by passionately defending employees.<br>
 <br><br>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 licensed Rob Wiley as an Expert in Labor and [Employment](https://decorumyorkshire.co.uk) Law.<br>
 <br><br>Does your law practice have the essential resources to handle my case? Yes. With 7 dedicated full-time attorneys in Dallas, we have the resources to deal with most cases.<br>
 <br><br>Are you a solo professional or does your firm worker several lawyers that can help with my case? We are a real law practice that interacts as a team.<br>
 <br><br>What do other work attorneys think of you? Rob Wiley, Dallas employment attorney, has an exceptional track record. Mr. Wiley is an elected member of the Dallas Bar Association's [Employment](https://findgovtsjob.com) Law Council, is the previous president of the Dallas-Fort Worth [Employment](http://sehwajob.duckdns.org) Lawyers Association, has been named a Texas Super Lawyer by Thompson Reuters every year because 2014, called a Super Lawyers Rising Star from 2012-2013, and has been welcomed to speak at various attorney training conferences across the United States and globally.<br>
 <br><br>Have you ever been reprimanded or disciplined by a bar association? No. You can confirm lawyer  at www.texasbar.com.<br>
 <br><br>Will you meet me in person for the preliminary assessment? Yes. We highly advocate for face-to-face conferences. Most work cases are complicated. Our Dallas [employment](https://convia.gt) legal representatives wish to consult with you in person to have a significant conversation about your case.<br>
 <br><br>Will I satisfy an actual lawyer for my initial consultation? Yes. Unlike numerous law practice, we do not utilize paralegals or non-lawyer staff for initial assessments.<br>
 <br><br>Do you charge an initial consultation cost? If not, why not? Yes, we charge a consultation cost. By charging a seek advice from fee, we significantly minimize the variety of initial consultations. This allows us to have a lawyer present at every preliminary assessment. It also makes sure that the clients we see are major about their case. We believe that most reliable work attorneys charge for a preliminary assessment. In our opinion, work lawyers who do not charge for a preliminary consult are usually not excellent.<br>
 <br><br>The Law Office of Rob Wiley, P.C. represents staff members in a range of conflicts with their companies. Much 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 private cases, we also represent employees in class or collective actions and intricate litigation.<br>
 <br>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, it is [essential](https://www.linkedaut.it) to employ a lawyer before suing with any government firm such as the Equal Employment Opportunity Commission (EEOC). We frequently represent workers before government agencies and in court.<br>
 <br>It is illegal for an employer to permit a hostile workplace under a number of state and federal laws. Generally, a hostile workplace takes place when a worker experiences severe or pervasive harassment. For example, a manager who sexually bugs a subordinate can produce an illegal hostile work environment. Similarly, usage of the "n-word," ridiculing a handicapped staff member, or demeaning a worker's faiths might develop a hostile workplace.<br>
 <br>It is unlawful for an employer to strike back against a worker for working out office rights. This can include retaliation for complaining about discrimination, harassment, workplace safety, unsettled overtime, or union arranging. Retaliatory acts include termination, failure to promote, or pay cuts. Retaliation can likewise consist of harassment or bullying designed to deter other employees from making grievances or doing something about it against the employer. Employees who understand monetary or federal government fraud may have special whistleblower defenses. 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.<br>
 <br>Every year companies in the United States underpay their employees by billions of dollars. Most American employees are eligible to be paid (1) base pay which is presently $7.25 per hour, and (2) overtimes incomes of one-and-one-half times their routine hourly rate. Sweating off the clock, consisting of over lunch or after hours, is usually unlawful. Only particular high-level managers, administrators, and specialists might be paid an income in lieu of overtime. The exceptions are scarce.<br>
 <br>While many staff members are considered tipped employees and are paid $2.13 per hour, overall settlement must be at least $7.25 per hour, including tips. Additionally, companies must pay tipped workers $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 charges, strolled tabs, or share pointers with kitchen personnel, janitors, or management.<br>
 <br>Employees who get approved for family and medical leave are entitled to up to twelve weeks of leave. Leave can be for the care of a spouse, parent, 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 against employees who are seeking leave, have actually departed, or are returning from leave. After departing, a worker needs to be gone back to the same or a comparable position.<br>
 <br>Under the Americans with Disabilities Act ("ADA") a company should supply a handicapped worker with affordable accommodations. if it would enable the employee to carry out the important functions of the [job](https://www.yourtalentvisa.com). Reasonable lodgings could include, customizing work schedules,  [links.gtanet.com.br](https://links.gtanet.com.br/leliadenehy7) brief term leave, working from home, or adjusting task duties.<br>
 <br>The deadline to file a work claim can be exceptionally brief. If you are experiencing issues in your work environment or have actually been fired, call our workplace immediately.<br>