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TOPIC: EMPLOYMENT

04/25/2018

 In response to the increasing risk of hunger throughout the nation, several community and non-profit organizations have developed initiatives to create partnerships within the food service industry in order to minimize food waste. These initiatives are focused on restaurants donating excess food to people and families in need. While the food service industry can make a meaningful impact to reduce hunger in the United States, restaurant operators and owners should understand the laws governing these activities. This document is intended to provide a brief overview of applicable federal laws and laws enacted in the State of Ohio.

 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.