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Rob Wiley, P.C. is a Dallas law office representing employees in claims versus companies. Typical cases consist of employment discrimination, retaliation, unpaid or mispaid incomes, and failure to provide benefits like medical leave or affordable lodging. We have been representing employees since 2000 and have helped thousands of Dallas workers.
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Our workplace is staffed by 6 lawyers focused exclusively on employment law. We office out of a restored Victorian mansion originally integrated in 1910. We are situated in the State-Thomas location of Uptown Dallas.
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If you are looking for an employment attorney to represent you in a legal dispute, please contact us.
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Having practiced work law for more than a decade, Rob Wiley knows it can be difficult to find a certified work attorney in Texas. The majority of our customers have never had to work with a lawyer before. We recommend you ask these 10 concerns to find the finest work lawyer for you:
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What portion of your practice is dedicated to ?The Law Office of Rob Wiley, P.C. devotes practically all of our practice to employment law.
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Do you usually represent workers or services? More than 99% of our customers are employees. Our Dallas employment attorneys strongly argue for implementing and broadening employee rights. Because we do not represent employers, we are not worried with losing service clients by passionately defending staff members.
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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 accredited Rob Wiley as a Specialist in Labor and [Employment](https://git.limework.net) Law.
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Does your law company have the necessary resources to manage my case? Yes. With seven devoted full-time attorneys in Dallas, we have the resources to deal with most cases.
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Are you a solo professional or does your firm staff member several attorneys that can help with my case? We are a genuine law office that interacts as a team.
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What do other work lawyers think of you? Rob Wiley, Dallas employment lawyer, has an excellent reputation. Mr. Wiley is an elected member of the Dallas Bar Association's Employment Law Council, is the previous president of the Dallas-Fort Worth Employment Lawyers Association, has been called a Texas Super Lawyer by Thompson Reuters every year given that 2014, called a Super Lawyers Rising Star from 2012-2013, and has actually been welcomed to speak at various legal representative training conferences throughout the United States and globally.
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Have you ever been reprimanded or disciplined by a bar association? No. You can validate lawyer disciplinary history at www.texasbar.com.
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Will you meet me face-to-face for the initial consultation? Yes. We strongly promote for in person meetings. Most work cases are complex. Our Dallas employment attorneys wish to consult with you face to face to have a meaningful conversation about your case.
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Will I satisfy a real attorney for my preliminary consultation? Yes. Unlike lots of law practice, we do not use paralegals or non-lawyer staff for preliminary consultations.
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Do you charge a preliminary consultation fee? If not, why not? Yes, we charge an assessment cost. By charging a seek advice from cost, we significantly reduce the variety of preliminary consultations. This enables us to have a lawyer present at every initial assessment. It also guarantees that the customers we see are major about their case. Our company believe that a lot of trusted employment lawyers charge for a preliminary consultation. In our viewpoint, employment legal representatives who do not charge for a preliminary consult are usually not great.
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The Law Office of Rob Wiley, [wiki.eqoarevival.com](https://wiki.eqoarevival.com/index.php/User:AnastasiaWaterma) P.C. represents employees in a variety of disputes with their companies. A lot 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 the majority of our cases are private cases, we likewise represent employees in class or collective actions and intricate lawsuits.
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Discrimination is restricted 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 necessary to hire an attorney before submitting a claim with any government firm such as the Equal Employment Opportunity Commission (EEOC). We routinely represent staff members before government agencies and [library.kemu.ac.ke](https://library.kemu.ac.ke/kemuwiki/index.php/User:KimBueno43582) in court.
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It is unlawful for a company to permit a hostile work environment under numerous state and federal laws. Generally, a hostile work environment happens when an employee experiences extreme or prevalent harassment. For instance, a manager who sexually harasses a subordinate can produce an unlawful hostile work environment. Similarly, usage of the "n-word," ridiculing a disabled staff member, or demeaning an employee's faiths could create a hostile work environment.
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It is illegal for an employer to strike back versus a worker for exercising work environment rights. This can consist of retaliation for grumbling about discrimination, harassment, office security, overdue overtime, or union organizing. Retaliatory acts consist of termination, failure to promote, or pay cuts. Retaliation can likewise consist of harassment or bullying designed to dissuade other workers from making complaints or acting against the company. Employees who understand monetary or government fraud might have unique whistleblower protections. Our law workplace represents whistleblowers in procedures before the SEC, FINRA, and OSHA. We likewise represent whistleblowers in federal court actions concerning grant scams, Medicare/Medicaid fraud, and defense contracting scams.
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Every year companies in the United States underpay their staff members 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 per hour rate. Working off the clock, including over lunch or after hours, is nearly always illegal. Only specific top-level managers, administrators, and experts may be paid an income in lieu of overtime. The exceptions are rare.
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While lots of workers are considered tipped staff members and are paid $2.13 per hour, total compensation needs to be at least $7.25 per hour, consisting of ideas. Additionally, employers should pay tipped workers $5.12 rather of $2.13 or $3.20 when working overtime. It is illegal for a dining establishment to need tipped staff members to pay damage fees, strolled tabs, or share pointers with kitchen staff, janitors, or management.
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Employees who receive household 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 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 strike back against employees who are seeking leave, have departed, or are returning from leave. After departing, a staff member needs to be gone back to the very same or a comparable position.
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Under the Americans with Disabilities Act ("ADA") a company must offer a disabled employee with affordable accommodations. if it would permit the employee to perform the essential functions of the [job](https://www.corneliusphotographyartworks.com). Reasonable lodgings might include, customizing work schedules, brief term leave, working from home, or changing [job](https://neejobs.com) tasks.
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The due date to file an employment claim can be exceptionally short. If you are experiencing issues in your workplace or have been fired, call our office immediately.
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