Food & Agriculture Industry Group | Dorsey Work Watch - Part 2

Quirky Question #271: We’ve Got a Worried Waiter

March 4, 2016

by Jessica Linehan & Jessica Shiffman

Question: We recently interviewed a candidate for a server position at our restaurant. During the interview, he informed us that he has an anxiety disorder, which causes him to have panic attacks out of the blue. Do we have to...

POSTED IN Disability Discrimination, Discipline and Discharge, Food & Agriculture Industry Group

Quirky Question #269: Like it or Not – Facebook Post Protected Under the NLRA

November 11, 2015

by Jillian Kornblatt & Dorsey & Whitney

Question: I own a small manufacturing company that employs 25-35 employees, depending on our workload. Over the years, a number of my customers and my employees have “friended” me on Facebook. Last week, I saw that one of our employees...

VIEW ALL POSTS ABOUT: Food & Agriculture Industry Group, Labor Law, Social Media, Wage and Hour Issues

Quirky Question #264, Oregon Employers: Beware!

July 15, 2015

by Aaron Goldstein

Question: I am an employer in Oregon, and I understand Oregon Governor Kate Brown signed a whole slew of bills into law on Monday which will directly impact Oregon employers. What do I need to know?

VIEW ALL POSTS ABOUT: Background Checks, Banking Industry Group, Criminal Conduct, Energy Industry Group, Food & Agriculture Industry Group, Health Care Industry Group, Leave Issues, Mining Industry Group, P3D Industry Group

By accessing the Dorsey Work Watch blog, you are requesting information. The information you are requesting is not legal advice, advertising or solicitation. Transmission and receipt of the materials on the blog do not constitute legal advice, establish an attorney-client relationship, or create any duty of Dorsey to any reader. An attorney-client relationship with Dorsey may be established only by an engagement letter signed by a Dorsey lawyer. Information sent to Dorsey by persons who are not clients of the firm is not subject to any duty of confidentiality on the part of the firm.

The information on the blog may be changed without notice and is not guaranteed to be complete, correct or up-to-date, and may not reflect the most current legal developments. The opinions expressed on the blog are the opinions of the authors only and not those of Dorsey.

ATTORNEY ADVERTISING
Some of the content on this blog is considered Attorney Advertising under the applicable rules of certain states. Results depend on a number of factors unique to each matter. Prior results do not guarantee a similar outcome.

PRIVACY POLICY STATEMENT
The privacy policy statement is set out at Data Privacy | Dorsey.

The information on the blog may be changed without notice and is not guaranteed to be complete, correct or up-to-date, and may not reflect the most current legal developments. The opinions expressed on the blog are the opinions of the authors only and not those of Dorsey.

ATTORNEY ADVERTISING
Some of the content on this blog is considered Attorney Advertising under the applicable rules of certain states. Results depend on a number of factors unique to each matter. Prior results do not guarantee a similar outcome.

PRIVACY POLICY STATEMENT
The privacy policy statement is set out at Data Privacy | Dorsey.