Bernard P. Healy

I worked in jewelry factories and as an iron worker while attending Providence College and Suffolk University Law School. Initially, I was a partner at a large insurance defense firm, but later I opened my own practice to focused on protecting worker’s rights.

You will always meet directly with me, not with a paralegal or a less experienced attorney. I will guide you through all your legal options and will answer any questions you have about your case. I will explain how the law works in your favor.
"I want you as a client for life."

• General Civil

• 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.

Rhode Island

Rhode Island Bar Association

Since 1978

U.S. District Court, District of Rhode Island

Attorney

Bernard P. Healy Law Office

2004 - Current

Partner

Kiernan, Plunkett & Redihan

1994 - 2004

Suffolk University Law School

J.D. (1978)

Honors: cum laude

Providence College

B.A. (1975)

Distinguished Peer Rating

Martindale-Hubbell

2025

2025

Excellent Rating

Avvo

2025

Super Lawyer

Super Lawyers

2025

2017-2025

Best Workers Compensation Attorneys in Providence

Expertise.com

2025

Best Workers Compensation Attorneys in Pawtucket

Expertise.com

2025

Rhode Island Bar Association United States Armed Forces Legal Services Project

Member

Current

Rhode Island Association for Justice

Member

Current

Activities: Board of Governors 2016-current

Blue Star Mothers of Rhode Island

Member

Current

ABA Military Pro Bono Project

Member

Current

Rhode Island Bar Association

Member

1978 - Current

Undocumented Workers' Rights to Workers Compensation Benefits, IWCF-Newport, RI

2008

Q. Can a supervisor allow only 2 out of 3 employees the opportunity to work Overtime? all 3 are members of Laborers union

March 3, 2018

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?

March 3, 2018

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??

March 3, 2018

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