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Bernard P. Healy

Bernard P. Healy

Personal Injury, Employment Law and Workers' Compensation
  • Personal Injury, Employment Law, Workers' Compensation ...
  • Rhode Island
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Summary

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.”

Practice Areas
  • Personal Injury
  • Employment Law
  • Workers' Compensation
  • Construction Law
  • Insurance Claims
Additional Practice Areas
  • Car Accidents
  • Employee's Rights
  • General Civil
  • Insurance Bad Faith
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. 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.
Jurisdictions Admitted to Practice
Rhode Island
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Professional Experience
Member
Rhode Island Bar Association
- Current
Education
Providence College
- present
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Suffolk University Law School
LL.D. (1978)
Attorney Healy worked in jewelry factories and as an iron worker while attending college and Law school.
Honors: Cum Laude.
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Professional Associations
Rhode Island State Bar
Member
Current
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The Rhode Island Bar Association United States Armed Forces Legal Services Project
Member
- Current
Activities: The Rhode Island Bar Association United States Armed Forces Legal Services Project is specifically designed to provide those serving in the military and their families with legal assistance. Coordinated with the Attorney-Advisor at the Office of the Staff Judge Advocate, volunteer attorneys directly represent military personnel by accepting civil law cases including family law, probate issues, landlord/tenant, real estate, contracts, consumer, bankruptcy, collections, employment, immigration/naturalization, and income tax. For additional information on this project, contact the Lawyer Referral Service at: (401) 421-7799 or by emaileking@ribar.com.
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Rhode Island Association for Justice
Board of Governors
- Current
Activities: consider grants from the Endowment Fund
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AMA Military Pro Bono Project
member
- Current
Activities: volunteer attorney
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Military Pro Bono Project
Pro Bono Lawyer
- Current
Activities: The ABA Military Pro Bono Project accepts case referrals from military attorneys on behalf of junior-enlisted, active-duty military personnel and their families with civil legal problems, and it places these cases with pro bono attorneys where the legal assistance is needed. The Project is also the platform for Operation Stand-By, through which military attorneys may seek attorney-to-attorney advice to better assist their service member clients. If you are a service member, veteran, or military family member in need of legal assistance, visit ABA Home Front (http://www.americanbar.org/portals/public_resources/aba_home_front.html
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Certifications
All Rhode Island Courts
RI Bar Assoc
Legal Answers
8 Questions Answered

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.
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.
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.
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Contact & Map
The Law Office of Bernard P. Healy
750 East Avenue
Pawtucket, RI 02860
Telephone: (401) 721-2260
Fax: (401) 721-2230
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