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<br>Rob Wiley, P.C. is a Dallas law office representing workers in lawsuits versus companies. Typical cases consist of work discrimination, retaliation, overdue or mispaid incomes, and failure to supply advantages like medical leave or sensible accommodation. We have been representing staff members considering that 2000 and have helped countless Dallas employees.<br> |
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<br>Our office is staffed by six attorneys focused exclusively on work law. We office out of a brought back Victorian estate initially developed in 1910. We lie in the State-Thomas location of Uptown Dallas.<br> |
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<br>If you are looking for an [employment](https://igshomeworks.com) legal representative to represent you in a legal dispute, please call us.<br> |
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<br>Having practiced employment law for more than a decade, Rob Wiley understands it can be challenging to find a certified work attorney in Texas. Most of our customers have actually never ever had to employ an attorney before. We advise you ask these 10 questions to find the very best employment attorney for you:<br> |
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<br>What portion of your practice is committed to employment law?The Law Office of Rob Wiley, P.C. commits almost all of our practice to employment law.<br> |
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<br><br>Do you generally represent employees or organizations? More than 99% of our clients are workers. Our Dallas employment attorneys strongly argue for enforcing and expanding worker rights. Because we do not represent employers, we are not interested in losing service clients by passionately defending employees.<br> |
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<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 certified Rob Wiley as a Professional in Labor and Employment Law.<br> |
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<br><br>Does your law office have the required resources to handle my case? Yes. With seven dedicated full-time attorneys in Dallas, we have the resources to manage most cases.<br> |
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<br><br>Are you a solo specialist or does your firm worker a number of attorneys that can help with my case? We are a genuine law office that works together as a group.<br> |
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<br><br>What do other work legal representatives think of you? Rob Wiley, Dallas employment lawyer, has an exceptional track record. 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](https://lazerjobs.in) Lawyers Association, has been called a Texas Super Lawyer by Thompson Reuters every year because 2014, called a Super Lawyers Rising Star from 2012-2013, and has actually been welcomed to speak at numerous legal representative training conferences throughout the United States and internationally.<br> |
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<br><br>Have you ever been reprimanded or disciplined by a bar association? No. You can verify attorney disciplinary history at www.texasbar.com.<br> |
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<br><br>Will you meet me face-to-face for the initial consultation? Yes. We strongly promote for face-to-face conferences. Most [employment](https://www.nepaliworker.com) cases are complex. Our Dallas [employment](https://recruitment.econet.co.zw) lawyers desire to consult with you in individual to have a meaningful conversation about your case.<br> |
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<br><br>Will I fulfill an actual lawyer for my initial assessment? Yes. Unlike many law office, we do not use paralegals or non-lawyer personnel for initial consultations.<br> |
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<br><br>Do you charge an initial assessment charge? If not, why not? Yes, we charge a consultation fee. By charging a consult fee, we drastically decrease the number of initial assessments. This permits us to have a lawyer present at every preliminary consultation. It likewise ensures that the customers we see are major about their case. Our company believe that most credible work attorneys charge for an initial consultation. In our viewpoint, employment attorneys who do not charge for a preliminary seek advice from are typically not excellent.<br> |
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<br><br>The Law Office of Rob Wiley, P.C. represents workers in a range of conflicts with their companies. A number of our cases are before state and federal companies like the EEOC, the Department of Labor, or the Texas Workforce Commission. Other cases are submitted in state or federal court. Although most of our cases are specific cases, we also represent workers in class or [cumulative actions](https://www.dnawork.it) and complicated lawsuits.<br> |
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<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 to employ an attorney before suing with any federal government agency such as the Equal [Job](http://interiorwork.co.kr) Opportunity Commission (EEOC). We regularly represent staff members before federal government firms and in court.<br> |
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<br>It is illegal for a company to permit a hostile work environment under numerous state and federal laws. Generally, a hostile workplace takes place when a staff member experiences serious or pervasive harassment. For instance, a manager who sexually pesters a subordinate can create an unlawful hostile workplace. Similarly, use of the "n-word," ridiculing a disabled staff member, or demeaning a staff member's spiritual beliefs might create a hostile workplace.<br> |
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<br>It is unlawful for a company to strike back versus a worker for working out workplace rights. This can consist of retaliation for complaining about discrimination, harassment, work environment security, unpaid overtime, or union organizing. Retaliatory acts include termination, failure to promote, or pay cuts. Retaliation can also consist of harassment or bullying created to dissuade other employees from making problems or acting versus the employer. Employees who understand financial or federal government fraud may have unique whistleblower defenses. 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 fraud, and defense contracting fraud.<br> |
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<br>Every year companies in the United States underpay their workers by billions of dollars. Most American workers are eligible to be paid (1) base pay which is currently $7.25 per hour, and (2) overtimes salaries of one-and-one-half times their routine per hour rate. Working off the clock, consisting of over lunch or after hours, is often unlawful. Only particular high-level managers, administrators, and professionals might be paid an income in lieu of overtime. The exceptions are couple of and far between.<br> |
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<br>While many employees are considered tipped staff members and are paid $2.13 per hour, overall settlement should be at least $7.25 per hour, consisting of tips. Additionally, employers need to staff members $5.12 instead of $2.13 or $3.20 when working overtime. It is illegal for [employment](https://wiki.team-glisto.com/index.php?title=Benutzer:RubyMcCart3706) a dining establishment to need tipped employees to pay breakage costs, walked tabs, or share tips with kitchen personnel, janitors, [employment](https://forum.batman.gainedge.org/index.php?action=profile |
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