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phone 614.229.4422 fax 866.345.4948 email rwhitaker@lnlattorneys.com

Roger Whitaker is a Shareholder and serves on the Executive Committee at LUPER NEIDENTHAL & LOGAN. He is a graduate of the University of Michigan and received his Juris Doctor from The Ohio State University College of Law, graduating Summa Cum Laude. Roger represents a broad range of clients, from individuals to medium-sized businesses. His practice areas include handling both business and personal matters for clients in areas including tax and estate planning, real estate and general business matters.

Through his diverse practice area he has helped clients buy and sell businesses, establish and manage sophisticated estate plans, and navigate through complex real estate matters such as tax-deferred exchanges. He has also represented clients before the Internal Revenue Service and state and local tax authorities. Roger moved to Columbus for law school and never left. He and his wife, Sue, have two adult children and are enjoying their empty nest in Westerville, Ohio.

Education

  • The Ohio State University College of Law, Juris Doctor, Summa Cum Laude (1976)
  • University of Michigan, B.A. (1973)

Bar Admissions

  • State of Ohio (1976)
  • U.S. District Court, Southern District of Ohio (1976)
  • U.S. Tax Court (1977)

Professional Associations and Memberships

  • Columbus Bar Association (Past Chair, Admissions Committee; Fee Arbitration Committee, Estate Planning Committee)
  • Ohio State Bar Association

Community Interest or Involvement

  • Past Chair of Board of Trustees of local church
  • Lambda Chi Alpha Fraternity

Honors and Awards

  • Listed in Best Lawyers in America for Corporate Law (2008-2011)



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FMLA Leave May Be Used For Investigating The Possibility Of A Serious Illness

A North Carolina court recently ruled that a doctor’s visit to obtain test results to determine whether a serious health condition exists can be covered by the FMLA. In that case, the employee had not been previously incapacitated or sick for at least three consecutive calendar days, as FMLA rules require. Therefore, the employee was told she must take personal time off for her doctor's appointments. Since she had no personal days left, she was further told that she would be fired if she attended to her appointment. She did so and was fired. The Court determined that her doctor’s visit to obtain test results to determine whether a serious health condition may exist is covered by the FMLA. The bottom line: seek legal consultation when determining whether to terminate an employee where there is a potential medical issue. Employers that terminate employees with medical issues typically get little sympathy from juries.

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Bankrupt Condo Owner Cannot be Precluded from Voting

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