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
November 8, 2019

Four Day Workweeks – Good for Production, but Good for a Public Unionized Workforce?

The results of a month-long shortened workweek experiment at the Microsoft Japan offices were recently released.  For the summer, all employees’ schedules were reduced to four days per week, but employees were not required to work longer hours during their on-duty days, and did not have to supplement their time with vacation in order to bring home a full paycheck.  Essentially, employees were working 80% time for 100% of their […]
November 1, 2019

The GM Auto Workers’ Strike is Over – What Lessons Can We Learn?

After the longest Auto Worker strike in almost 50 years, GM employees across the country have returned to work following the ratification of a successor contract.  48,000 workers left work at more than 30 GM factories, and the impact of the strike was deep on both sides.  In total, workers lost about $1 billion in wages, and the auto maker lost almost $2 billion in production.  Let’s take a look […]
October 24, 2019

Supreme Court Hears Oral Argument on Two Important Title VII Questions for Employers

While we were catching up with local and employment labor issues this month, two important cases made their way to oral arguments in front of the U.S. Supreme Court.  In Bostock v. Clayton County, Georgia, the plaintiff is asking the Court to consider the question of whether discrimination against an employee because of sexual orientation constitutes prohibited employment discrimination “because of sex” under Title VII.  In R.G. & G.R. Harris […]
October 18, 2019

When Contract Language Plays a Role in Hiring, Does Most Experienced Mean Most Qualified?

If you work with unions long enough, you will eventually be faced with a proposal from your employees’ collective bargaining representatives to have some say in the hiring and promotion process for employees.  Hopefully, when you receive this offer of “assistance” from the union you tell them that any offers of assistance are unnecessary, and you’re more than capable of hiring competent employees without their interference.  Occasionally, however, employers will […]
October 10, 2019

Supreme Court Rules for the Permanent Existence of Unions Over Management Rights Argument

Last year we discussed a controversial ruling by the Minnesota Court of Appeals in Firefighters Union Local 4725 vs. City of Brainerd.  In that decision, the Court of Appeals ruled that the City did not have the authority to reorganize its fire department by laying off bargaining unit members, and it committed an unfair labor practice when it laid off all of the bargaining unit members, thus interfering with the […]

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March 29, 2019

Minnesota Supreme Court Changes Stance on Exclusivity Provisions of Workers’ Compensation, Minnesota Human Rights Acts

In Karst v. F.C. Hayer Company, the Minnesota Supreme Court held an employee who received workers’ compensation benefits for work-related injuries was barred from bringing a disability discrimination claim under the Minnesota Human Rights Act based on the same employer’s unwillingness to rehire him.  447 N.W.2d 180 (Minn. 1989).  The Court used to the exclusivity provision of the Workers’ Compensation act limited the employee to remedies under that act. In […]
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 […]