Free Consultation: (401) 721-2260Tap to Call This Lawyer
Bernard P. Healy

Bernard P. Healy

Personal Injury, Employment Law and Workers' Compensation
  • Personal Injury, Employment Law, Workers' Compensation ...
  • Rhode Island
Badges
Claimed Lawyer ProfileQ&ASocial Media
Biography

Attorney Healy graduated from Suffolk Law School cum laude. Attorney Healy worked in jewelry factories and as an iron worker while attending college and Law school. After working as a partner for a large insurance defense firm, he turned to solo practice protecting your rights.

Attorney Healy makes his clients his first priority. You will always meet directly with him, not with a paralegal or a less experienced attorney. He will walk you step by step through all of your legal options, and gladly answer any questions that you have about your case. Attorney Healy will tell you how the Law works for you. “I want you as a client for life.”

Education
Suffolk University Law School
J.D. (1978)
Honors: cum laude
Suffolk University Law School Logo
Providence College
B.A. (1975)
Placeholder image for education.
Professional Experience
Attorney
Bernard P. Healy Law Office
- Current
Partner
Kiernan, Plunkett & Redihan
-
Speaking Engagements
Undocumented Workers' Rights to Workers Compensation Benefits, IWCF-Newport, RI
Awards
Professional Associations
Rhode Island Bar Association United States Armed Forces Legal Services Project
Member
Current
Placeholder image for professional associations.
Rhode Island Association for Justice
Member
Current
Activities: Board of Governors 2016-current
Placeholder image for professional associations.
Blue Star Mothers of Rhode Island
Member
Current
Placeholder image for professional associations.
ABA Military Pro Bono Project
Member
Current
Placeholder image for professional associations.
Rhode Island Bar Association
Member
- Current
Placeholder image for professional associations.
Jurisdictions Admitted to Practice
Rhode Island
Rhode Island Bar Association
Placeholder image for jurisdictions.
U.S. District Court, District of Rhode Island
Placeholder image for jurisdictions.
Fees
  • Free Consultation
    Many issues can be resolved in a phone call. Please don't hesitate to call. I return all calls the same day, (401) 721-2260.
  • Contingent Fees
    You do not pay attorney's fees in Workers' Compensation cases. Personal injury and other forms of litigation are most often handled on a contingency fee basis. I am only paid a portion of the funds actually received.
Practice Areas
Personal Injury
Animal & Dog Bites, Brain Injury, Car Accidents, Construction Accidents, Motorcycle Accidents, Premises Liability, Truck Accidents, Wrongful Death
Employment Law
Employee Benefits, Employment Contracts, Employment Discrimination, ERISA, Overtime & Unpaid Wages, Sexual Harassment, Whistleblower, Wrongful Termination
Workers' Compensation
Construction Law
Construction Contracts, Construction Defects, Construction Liens, Construction Litigation
Insurance Claims
Bad Faith Insurance, Business Insurance, Disability Insurance, Health Insurance, Life Insurance, Motor Vehicle Insurance, Property Insurance
Additional Practice Area
  • General Civil
Languages
  • English: Spoken, Written
Legal Answers
Q. Can a supervisor allow only 2 out of 3 employees the opportunity to work Overtime? all 3 are members of Laborers union
A: I do not have sufficient information to answer this completely or with true accuracy. Under Federal and Rhode Island Law, a supervisor cannot discriminate against employees for certain reasons. Those reasons are race, gender, age, disability, perceived disability, ethnic background, religious affiliation, etc. If you are being passed over for over time secondary to these types of discrimination, you have a remedy you can pursue either in Court or at the Rhode Island Commission for Human Rights. There are other reasons a supervisor might choose only 2 out of 3 employees for overtime. it may simply be the supervisor's opinion that those employees are the better workers. That is not some form of discrimination that can be barred.

Have you discussed this issue with your union steward? it seems to me that a supervisor, whom I assume is a company man and not a union employee, pursuant to a union contract should not be able to discriminate against employees in reference to the award of overtime. This is an issue which is often addressed in union contracts. I do think you should pursue this matter through your union.
... Read More
Q. Can police still issue citation after over a month of not contacting us about incident?
A: I do not have sufficient information to answer this question fully or accurately. I think the answer is not one you will want hear. The Police can issue a citation after over a month, despite not contacting you earlier. You mentioned that this was a single car collision. Did the police arrive at the scene ? Was a report initially filed ? Was there a question regarding insurance coverage ? It is not at all unusual for the police to issue a citation several months after a collision for failure to maintain insurance. The lack of insurance may not have been obvious at the time of the collision. Investigation may have revealed that lack later. There is not specific bar against a subsequent citation in regard to an automobile accident, particularly if the issue is lack of insurance. ... Read More
Q. How can a member of a Laborers union fight against being wrongfully terminated due to nepotism by the union steward??
A: I do not have sufficient information to answer this question fully or accurately. Let me give you my initial impressions. I assume you are a member of a Laborers Union which has assigned you for many years to a specific business. You have apparently performed your job well and you are being forced out of your position because the union steward wants a relation of his to fill that position.

While discrimination is barred under many State and Federal Laws, including Rhode Island's Fair Employment Practices Act, that bar does not extend to nepotism. You cannot be discriminated against because of your race, age, gender, sexual orientation, disability, perceived disability, etc. Unfortunately, discrimination based upon nepotism is not specifically barred.

I think that you might have some rights under your Union Contract. Have you contacted your Union to complain that your steward is not fairly representing you? In my opinion, that is the best and most effective way to address the issue.
... Read More
View More Answers
Websites & Blogs
Website
Healy Law Website
Blog
Healy Law Blog
Contact & Map
The Law Office of Bernard P. Healy
750 East Avenue
Pawtucket, RI 02860
Telephone: (401) 721-2260
Fax: (401) 721-2230
Monday: 8 AM - 6 PM
Tuesday: 8 AM - 6 PM
Wednesday: 8 AM - 6 PM
Thursday: 8 AM - 6 PM
Friday: 8 AM - 6 PM
Saturday: 11 AM - 3 PM
Sunday: Closed (Today)