constitutional rights

[cbg]

First of all, I don't believe for one minute that you are an employer.

Second, even if you are, just because you don't care doesn't mean someone else does.

Finally, your comments would have more impact if you didn't just copy what had already been said to you.

 

[Proserpina]

The rock that landed on him wasn't big enough ... thinking Asterix and Obelix here. Need a bigger rock.

You get a new tiara, extra pudding and a whole lot of awe for that reference!

Sigh..now I have to go to amazon.com....

 

[justalayman]

as an employer, i dont care how or where employees prepare their food.

you can believe that, if not, you're an even bigger fool than I thought you were!

is a person considered to be an employer just because they hire hookers?

 

[Some Random Guy]

is a person considered to be an employer just because they hire hookers?

No, he is merely contracting for services with a temporary staffing agency.

I think the relevant question is whether the voices in his head are considered employees or dependants.

 

[Dillon]

First of all, I don't believe for one minute that you are an employer.

you believe that if it gives you comfort

 

[Ohiogal]

Cbg, he ain't worth it. Those that know anything know who to believe on this thread.

 

[mistoffolees]

as an employer, i dont care how or where employees prepare their food.

Actually, as someone who has employed hundreds of employees, I can say that there ARE legitimate business reasons why one might do this.

1. An employee approached you and stated that they have severe peanut allergies. They are so sensitive that even being exposed to peanuts inadvertently could be deadly. You have a sign up that says "please do not bring in foods with peanuts to share, yet someone brought in peanut butter cookies even with that sign up. To prevent the risk to the employee, you simply do not allow anyone to bring in food to share.

2. An employee is regularly bringing in food that is unhealthy and contaminated, even after being asked to be more careful. That employee happens to be a minority. If you prevent that person from bringing in food but allow others, you could face a massive lawsuit. It's easier to simply ban any food being brought it.

There are others, but that should be enough.

Now, I don't say that those situations are common, nor would I say that there isn't another way to handle them. But it certainly DOES give examples of why this might be a legitimate business interest.

And, more importantly, the question has already been answered. EVEN IF it were a foolish thing for the employer to do, they are well within their legal rights to do it.