Top Rated Banking Attorney in Lancaster, OH

Honors/Awards:

• Lancaster, Ohio – Co-Managing Partner Jeff Spangler of Dagger Law received the Patriotic Employer award from the Office of the Secretary of Defense Employer Support of the Guard and Reserve. Associate Bryan Everitt nominated Co-Managing Partner Jeff Spangler for the continued support he shows all the veterans working for Dagger Law. “Jeff Spangler and all the partners at Dagger Law have really taken the time to mentor me as a new lawyer and allowed me to execute my military commitments without financial penalty,” said Bryan Everitt, attorney at Dagger Law. “The firm employs four veterans out of 34 employees.”   Patriot Awards are awarded to individual supervisors. An employee serving in the National Guard or Reserve nominates the individual for the support they’ve provided. The Patriot Award reflects the efforts made to support citizen warriors through a wide-range of measures including flexible schedules, time off prior to and after deployment, caring for families and granting leaves of absence if needed. “I’m truly honored to receive this award,” said Jeff Spangler. “The real heroes are the current and former members of the military we have working for us. We owe them gratitude for their service and commitment to our country. They are the ones who should be recognized.” For more information about Dagger Law, please visit www.daggerlaw.com., Jeff Spangler Receives Patriotic Employer Award from Office of the Secretary of Defense, https://www.daggerlaw.com/jeff-spangler-receives-patriotic-employer-award/#more-584, 2018
• Twice been honored as a Rising Star by Ohio Super Lawyers

Bar/Professional Activity:

• United States District Court for the Southern District of Ohio
• Ohio State Bar Association, Member
• Ohio
• Fairfield County Bar Association, Member
• U.S. Bankruptcy Court for the Southern District of Florida
• Past-President of the Fairfield County United Way Board of Trustees

Pro bono/Community Service:

• Board member for the Lancaster Festival., 2018
• United Way of Fairfield County, OH - Former Board President AHA!  Children's Musuem - Trustee  

Newsletters:

• Numerous state and federal laws require Ohio employers to post specific employment related signs throughout the workplace. The required posters are designed to ensure that employees are aware of guidelines and laws that could affect them in the workplace. Certain posters are required of all Ohio employers; other posters are unique to certain industries. The Ohio Fair Employment Practices Law poster is required to be posted by all employers in the workplace. This mandatory poster generally states that Ohio law prohibits discrimination on the basis of race, religion, sex, age, military service, nationality, and other protected classes, and that the Ohio Civil Rights Commission is available to investigate any employee complaints.   Ohio requires that all employers post the Ohio minimum wage. Ohio employers also must have a sign displaying the employer’s Workers’ Compensation Certificate. Additionally, all places of employment in Ohio must post a “No-Smoking” poster at each entrance. Many Ohio employers are required to have an Ohio Minor Labor Law poster, which advises employees younger than 18 years of age how much they are legally allowed to work. Various federal laws also require mandatory postings in Ohio businesses. Similar to the Ohio Fair Employment Practices Law poster, federal law requires that employers display the “Equal Employment Opportunity Is the Law” poster, which is meant to protect employees from workplace discrimination. Federal law also requires employers to post information relating to the Fair Labor Standards Act, which details the minimum wage, child labor laws, and overtime requirements. Depending on their size, Ohio employers may additionally be required to post the “Rights under the Family and Medical Leave Act.” Dozens of other laws and regulations mandate posters (unemployment compensation rights, Occupational Safety and Health rights, to name just a few), depending on the size of the business, or even across types of industries. Businesses and employers may also choose to post other signs (for example, prohibiting concealed weapons on their premises). Failure to follow “poster laws” could subject employers to monetary fines and penalties, and also could restrict their ability to defend claims made by employees.   Many fee-based services are available to assist employers with required posters. Businesses are encouraged to annually audit their posters for compliance with “poster laws,” particularly given the wide array of laws that are involved. For assistance with or clarification of “poster laws” as it relates to your business, please contact the attorneys at Dagger Law., Ohio Employer Required Posters, Banking, Corporate, Small Business
• In recent years, the use and legality of marijuana accelerated to the forefront as one of the most talked about legal topics. In 2016, Ohio enacted a bill that partially legalizes medicinal marijuana use throughout the state. Recreational use of marijuana remains illegal. Numerous employment sector questions were specifically addressed in the Ohio law. In 2016, Ohio House Bill 523 was signed into law, making it legal for doctors to prescribe marijuana for medical purposes. After two years, the law mandates a state-run system with dispensaries to buy the marijuana, and regulates producers. As the law currently stands, there can be as many as 60 dispensaries and 24 growers throughout the state. While medicinal marijuana is not yet widely available in Ohio, employers can expect growth in use and availability in the coming months.   Patient ID cards are required to establish the patient as qualified under Ohio law, and patient must register with the Ohio State Board of Pharmacy. A patient’s registration is not publicly available, so employers will be unable to easily verify an employee’s possible registration. Currently, 21 different conditions qualify for patient medicinal use (example qualified conditions include chronic pain, epilepsy, cancer, and PTSD). The Ohio State Medical Board has discretion to add additional qualifying conditions. Ohio’s approval of medicinal marijuana comes with multiple other restrictions. Medicinal marijuana may not be “smoked” in Ohio (although “vaping” is allowed). Instead, oils, edibles, patches, and other marijuana related items will be sold in medical marijuana dispensaries. The law also limits how much THC can be present in products. Ohio law does not permit a patient to grow marijuana, even if for medicinal use. Employers are permitted to discipline employees for recreational marijuana use, even if the marijuana was legally purchased outside the State. Federal law still bans possession of marijuana, so employers are permitted to discipline employees for using marijuana (including for medicinal purposes), and employers are not required to accommodate medicinal use employees under the Americans with Disabilities Act. Ohio House Bill 523 additionally specifies that the law does not authorize employees to sue an employer for adverse employment action relating to medicinal marijuana use. The law goes further: it provides that employers are not required to curtail adverse employment action due to an employee’s use, possession or distribution of medicinal marijuana. Many highly regulated professions (CDL drivers, for example) should retain their strict “no tolerance” policies in order to comply with other federal and state statutes and regulations. Properly documented and administered drug testing policies also remain permitted, subject to confidentiality and non-discrimination requirements. Even in the face of increasing social tolerances, Ohio employers should still mandate drug-free workplaces, but remain nevertheless mindful of the ever-changing legal regulations related to medicinal marijuana use. For assistance and guidance on specific issues relating to this unique area of law, please contact the attorneys at Dagger Law.   , Marijuana Laws in Ohio: Impact on Employers, Banking, Corporate, Small Business

Educational Background:

• University of Mississippi, Bachelor's Degree in Management