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

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
August 23, 2019

Union Grieves Employer’s Failure to Implement Terms and Sick and Safe Ordinances and Wins

Many employers struggled with the Sick and Safe Leave ordinances created by the cities of St. Paul and Minneapolis.  At their most basic, the ordinances provide for sick and “safety” (for victims of abuse or stalking) leave to be accrued by employees working within the boundaries of St. Paul and Minneapolis.  One problem encountered by employers was the difficulty of administration for employers with workers in multiple jurisdictions.  This was […]
August 16, 2019

The Wiley Law Office Hits MPELRA’s Summer Conference!

As summer draws to a close, the Wiley Law Office is making its annual pilgrimage to attend the MPELRA Summer Conference!  This year, we’re taking in a wealth of knowledge from a diverse cast of arbitrators from across the country, talking past practice, negotiation, mediation, arbitration, and of course, the ever-looming PERB!  If you’re up at the conference, make sure to stop us and talk for a while – we’re […]
August 9, 2019

The Seven Tests of Just Cause: An Undying Standard or Thing of the Past?

If you’ve worked in labor relations for any amount of time, you’ve become familiar with the Seven Tests of Just Cause.  They have been the foundation of every disciplinary action taken in a unionized environment in some way, shape or form since Arbitrator Daugherty first wrote about them in 1964.  If you are not aware of them, the Seven Tests have been used by many arbitrators to determine whether a […]
August 2, 2019

Take That for Data: What Happens When Employee Misconduct Leads to a Criminal Investigation?

Those who have worked in employee investigation and discipline matters in Minnesota understand that the data from the investigation only becomes public following the final disposition of any disciplinary action that arises from that investigation.  If there is no disciplinary action, the investigation does not become public data, unless that employee is a public official who resigns before discipline is imposed.  If there is discipline, the employer needs to wait […]
July 25, 2019

NLRB Eliminates Solicitation Exception for Union Organizers

In the past, if an employer had portions of its building open to the public, even it had a strict no-solicitation policy, it had to allow union organizers into its public space.  This access was granted after years of the NLRB struggles to strike a balance between employers’ desire to maintain a peaceful workplace and employees’ desires to organize.  Needless to say, many employers believed this was not a “balance” […]

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April 26, 2019

Workers’ Compensation Judge Directs Insurance Company to Pay for Medical Cannabis for Injured Employee

Since medical cannabis was introduced in Minnesota, the number of conditions qualifying individuals for placement on the medical cannabis registry has grown annually. With the addition of Alzheimer’s disease in August of 2019, the number of conditions for which medical cannabis can be recommended by health professionals will reach 14, and the qualifying conditions listed are no longer so debilitating that they can keep employees away from work. The acceptance of cannabis […]
April 19, 2019

DOL Proposal Would Clarify Regular Rate Calculations for Non-Exempt Employees

In another effort to assist businesses in maintaining compliance with the often-tricky Fair Labor Standards Act, the Department of Labor proposed regulations in late March that make it easier to determine whether bonuses are discretionary, and eliminate the inclusion of paid leave in the calculation of the regular rate.  The DOL also proposed clarifications to “confirm that employers may exclude” from the regular rate of pay: The costs of providing […]
April 12, 2019

Minnesota Court of Appeals Affirms No Affirmative Duty to Engage in Interactive Process, under MHRA

On March 10, 2015, Thaleaha McBee informed her employer of her lifting restriction due to disc narrowing, a bulged disc, and bone spurs in her vertebrae.  For one day, her employer accommodated her by placing her on a machine that produced parts weighing less than ten pounds, and she finished her shift.  McBee met with human resources to discuss possible accommodations.  The following day, she was terminated due to concerns […]
April 5, 2019

Department of Labor Maneuvers to Limit Liability for Corporations Whose Franchises Underpay

The U.S. Department of Labor recently released a proposal that would reduce claims against corporations based on wage violations of their franchisees.  In hopes of reversing an Obama-era rule where corporations could be held liable for minimum-wage violations of its franchises, the DOL’s new rule seeks to “revise and clarify the responsibilities of employers and joint employers to employees in joint employer arrangements.” The Department is proposing a four-factor test […]