The 2018 Consolidated Appropriations Act (Public Law No. 115-141) (the “Act”) made changes to current tip pooling arrangements. Specifically, the Act provided: “An employer may not keep tips received by its employees for any purposes, including allowing managers, or supervisors to keep any portion of employees’ tips, regardless of whether or not the employer takes a tip credit.” Many restaurants charge employees a service charge for tips received via a credit card. Does the “for any purpose” language of the Act change that and prohibit employers from deducted the service charge from employee tips?
Social media has been and will continue to be an issue for employers. It has become the way people, especially Millennials, who make up a significant amount of the restaurant-industry workforce, communicate. When most employers think about social media in the workplace, they tend to think solely in terms of the high-profile social media firing cases where employers have terminated employees for posts made on social media. While social-media based discipline is certainly an issue for employers, there are a number of other social-media related issues that employers should be aware of. In this piece, five are addressed, starting with the most familiar and common offender, social media discipline.
Within that framework, there are specified reasons for requested leave. Employees may request leave for the birth or placement of a child for adoption or foster care, or to care for a spouse, son, daughter, or parent with a serious health condition, or the employee’s own serious health condition. And finally, for illness, injury, impairment or physical or mental condition involving inpatient care, or continuing treatment by a Health Care Provider (“HCP”). The treatment must be for an incapacity of more than three consecutive, full calendar days that involves either: Treatment two times by an HCP (first in-person visit within seven days, both visits within 30 days of first day of incapacity) or treatment one time by an HCP (in-person visit within seven days of first day of incapacity), followed by a regimen of continuing treatment (e.g., prescription medication). It is within this category that intermittent leave arises, which typically poses the most difficulties for Ohio’s employers.
Ohio’s new medical marijuana law became effective on September 6, 2016, making Ohio the 25th state to pass a medical marijuana bill. As of the beginning of 2018, 29 states, Puerto Rico, Guam, and Washington, D.C. have legalized the use of medical marijuana while 8 states have legalized the use of recreational marijuana. Ohio only allows the use of medical marijuana within the state.