Meet Attorney Greg Wiley

Attorney Greg Wiley, Esq., is admitted to practice law in state courts in Minnesota and Illinois, and in numerous federal courts. Wiley is a passionate advocate for his clients, and he has earned an outstanding reputation for the highest quality of legal representation. He is oft-recognized as a Rising Star by Minnesota Lawyer in the area of labor and employment law. In 2012, Wiley was awarded the national Pacesetter Award for innovation in labor law, and the Award of Excellence in Civil Law by the public law section of the Minnesota State Bar Association for demonstrating extraordinary leadership, initiative, and innovation in the performance of his duties in representing his public law clients. Mr. Wiley represented corporate management nationwide while at Littler Mendelson, the largest labor and employment law firm in the country. Mr. Wiley currently runs his own advising, litigation, investigation, mediation, and training practice, and serves as General Counsel to the Sherburne County Sheriff's Office. He represents corporations, local businesses, municipalities, and individuals in the Twin Cities metro area of Minneapolis and St. Paul, and in other parts of Minnesota. He has office space in Edina, Minneapolis, St. Louis Park, and Woodbury. Mr. Wiley stays current on legal trends and developments. Subscribe to his RSS, Twitter, LinkedIn, and Facebook feeds to stay abreast of legal developments.

Contact the Wiley Law Offices
Senior Associate Ben Reber Joins the Firm The Wiley Law Office is proud to announce that Ben Reber has joined The Wiley Law Office as Senior Associate. He looks forward to working with you as established and appreciated clients of the firm and helping with all of your business and employment needs.

Ben is joining the firm following three years as an independent contractor for the firm, and eight-and-a-half years as a Labor Relations Specialist for the City of Saint Paul. During his time with the City and as a contractor, he focused his efforts on representing management in all facets of the employer/employee relationship, including hiring, on-boarding, employee relations, grievance processing, workplace accommodations, veterans’ preference, discrimination and harassment investigations, policy development, contract negotiation and interpretation, and employee training.

Ben has been quite active in the Minnesota public labor and employment community, as a participant and presenter for the Minnesota Public Employer Labor Relations Association, and earned his Certified Labor Relations Professional (CLRP) certificate from the National Public Employer Labor Relations Association in 2017.

Ben is also an experienced trainer, having conducted over 40 training seminars for the City of St. Paul during his time as a Labor Relations Specialist, covering topics ranging from employee discipline to Diversity and Inclusion.

Ben has a wealth of experience that he is excited to add to the services provided by the firm, and is devoted to bringing the same high quality service that you’ve come accustomed to as a client of the Wiley Law Office. Contact Ben for advice or just to welcome him to the firm. He can be reached at 651-373-8388, or e-mailed at Benjamin.Reber@wiley-law.com.

The Wiley Law Office, PC office space in Edina, Minneapolis, St. Louis Park, and Woodbury. The firm stays current on legal trends and developments. Subscribe to its RSS, Twitter, LinkedIn, and Facebook feeds to stay abreast of legal developments. Thank you, and have a great day at work.

“Mr. Wiley went above and beyond my expectations in his consultation with me. He gave me great feedback for my hearing and prepared me so I had a successful outcome. He does thorough research, thinks of all the angles, and is very professional in his presentation. I highly recommend his services.”

-Cathy T., Client
March 21, 2019

The Wiley Law Office Update – Tourney Time Edition!

We’ve made no bones about our love of basketball at the Wiley Law Office.  With an average height of 6’4” and an average shooting percentage of 25%, it isn’t hard to see why we love to watch the sport so much.  But this time of year can be especially difficult for employers on multiple fronts.  First, you want your employees to remain efficient even with the great number of distractions […]
March 15, 2019

Study Reveals Supervisors Lean Towards Victim Blaming In Harassment and Bullying Situations

With all of the media focus on workplace harassment and sexual assault in our society, one might think that a new level of awareness has emerged in regard to helping and protecting victims of harassment and bullying in the workplace.  However, a recently-published study conducted by several university business professors shows that not only are supervisors unlikely to believe claims of harassment or bullying, but actually are biased to perceive […]
March 8, 2019

Change to Wage and Hour Division Field Operations Handbook Provides Clarity to Employers of Tipped Employees

Navigating the FLSA is no easy task when dealing with tipped employees.  Under 29 CFR 531.56(e), employers are allowed to take a “tip credit” for their tipped employees in order to meet the federally-required minimum wage, but questions arise when these tipped employees perform customer-service duties at the same time as their tip-producing duties.  Can the employer take a tip credit only for the time spent performing tip-producing duties?  How […]
February 28, 2019

Hockey Coach Prevails in Sex Discrimination Case and is Awarded Huge Front-Pay Damages

Former University of Minnesota-Duluth women’s hockey coach Shannon Miller was one of the most successful women’s hockey coaches of all time, having won 11 Frozen Four games and five NCAA Division I national championships with the team.  However, after her team struggled, Miller was informed that her coaching contract with the university would not be renewed. After suing, and winning her sex discrimination claim under Title VII, Miller was awarded […]
February 21, 2019

Amendments to Sexual Harassment Definition Get Through Committee

With the proliferation of the #MeToo movement and increased focus on sexual assault and harassment in the workplace, the State of Minnesota is attempting to remedy the issue of what many believe is too few meritorious harassment claims being dismissed or being thrown out on summary judgment based on the law as it is written.  In order to fix the situation, the House Judiciary and Civil Law Committee unanimously approved […]

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March 20, 2013

Carver County prevails in Interest Arbitration with Law Enforcement Personnel

On January 7, 2013, Arbitrator Christine Ver Ploeg submitted an arbitration award involving Teamsters Local 320, representing forty-two law enforcement personnel in the Carver County Sheriff’s Office.  The bargaining unit consisted of 29 detention deputies, 12 911 Dispatchers, and one Terminal Agency Coordinator.  Bargaining issues included wages for calendar years 2012 and 2013, range movement, severance, uniform allowance, shift differential, and whether a market adjustment was warranted for certain bargaining […]
March 9, 2013

Arbitrator upholds Ramsey County Reduced Hours Program

On February 11, 2013, Arbitrator Carol Berg O’Toole determined that Ramsey County did not violate its CBA with AFSCME Council 5, Local 70 at its Lake Owasso Residence when it reduced hours of employees based on seniority.  In response to significant budget constraints, Ramsey County implemented a facility-wide rebid of jobs based on seniority for new schedules with less hours.  The result of the rebid was that employees with more […]
March 9, 2013

Discipline reduced for Mendota Heights police officer

On March 1, 2012, Arbitrator Harley Ogata determined that a one-day suspension related to whether the officer had probable cause to arrest a citizen was excessive under the circumstances, and reduced the discipline to a written reprimand. Though the arbitrator determined that the officer could have done more to diffuse the dispute during a bad-weather roadside stop, the arbitrator felt that only a reprimand was warranted because a reprimand would […]
March 9, 2013

Employer must use new I-9 forms in May 2013

Employers required to use new I-9 form in May 2013. See the form and get more information at http://www.uscis.gov/portal/site/uscis/menuitem.eb1d4c2a3e5b9ac89243c6a7543f6d1a/?vgnextoid=84c267ee5cb38210VgnVCM100000082ca60aRCRD&vgnextchannel=84c267ee5cb38210VgnVCM100000082ca60aRCRD