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
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 […]
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 […]

© 2016 The Wiley Law Office PLLC - All Rights Reserved.

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 […]