Hannah Talmage People Dorsey

Bonisiwe Shabane

-Nov 1, 2025, 6:51 PM

University of Washington School of Law (J.D., 2022) University of Washington (B.A., Law, Society, and Justice, 2017) Hannah Talmage is a lawyer in Seattle licensed with Washington State Bar Association (WSBA). The license number is #60232. The practice address is 701 5th Ave Ste 6100, Seattle, WA 98104-7043. The employment company name is Dorsey and Whitney LLP.

The business phone number is (206) 903-2372. The license type is Lawyer. The license status is Active. The admitted date is November 4, 2022. Do you have more infomration about Hannah Talmage? Please fill in the following form.

This dataset includes 60 thousand lawyers and legal practice officers licensed with Washington State Administrative Office of the Courts. Each entity is registered with license nubmer, full name, employer, practice location, contact information, admitted year, etc. Address: Dorsey and Whitney LLP, 701 5th Ave Ste 6100, Seattle, WA 98104-7043 Phone: 206-903-2372 | Fax: Not Available Email: Not Available | Website: Not Available You are leaving the State Bar of California website and are being directed to an external web address provided to the State Bar by a California-licensed attorney.

The State Bar relies on attorneys to maintain accurate and updated website listings and makes no warranties or other representations regarding the accuracy, content, or policies of external websites or for those of subsequent... To access the site, click Go Now or disable your browser’s popup blocker. Dorsey L&E attorneys Nisha Verma, Aaron Goldstein, and Hannah Talmage represented the firm at the Northwest Center’s 2024 Gala: An Evening in Blue. The Northwest Center’s mission is to promote the growth, development, and independence of individuals with disabilities through vital programs in therapy, education, and work opportunities. Dorsey is honored to sponsor this event and celebrate inspiring work alongside clients and friends. #DorseyCares #NorthwestCenterGala #Inclusivity #CommunitySupport #DisabilityAdvocacy

Partner, Anchorage Office Head at Dorsey & Whitney LLP You might think what happens outside the workplace stays outside the workplace, but as the Ninth Circuit recently ruled, you can be sued by one employee for what another employee posts online. On July 25, 2024, the Ninth Circuit Court of Appeals in Okonowsky v. Merrick Garland held that under Title VII of the Civil Rights Act of 1964, an employer may be liable for a hostile work environment if an employee creates and shares harassing social media content. Lindsay Okonowsky was a psychologist in a federal prison. She discovered that an employee with whom she worked with ran an Instagram account in which the employee posted sexually offensive conduct about work, and that she was a target in these posts.

The Instagram account was followed by more than one hundred prison employees. When Okonowsky complained to prison leadership, management told her the page was “funny” and it was not “a problem.” After complaining, the employee targeted Okonowsky more frequently. Two months after Okonowsky made her initial complaint, the prison requested that the employee stop violating the prison’s Anti-Harassment Policy. However, the employee failed to do so. The employee continued posting sexually hostile content for another month with no repercussion or action by the prison. Due to the employee’s continuous conduct and the prison’s failure to remedy, Okonowsky resigned from her position.

In its decision, the Ninth Circuit held that a reasonable trier of fact could find that the prison violated Title VII, as social media could allow an individual to use it to harass others... In light of this decision, employers should understand that they may be just as liable for their employees’ off-duty conduct as they are for conduct within the physical workspace. Accordingly, complaints regarding employee harassment on social media should be investigated as promptly and thoroughly as complaints regarding harassment within the office. To cover both these situations, employers should have comprehensive anti-harassment and social media policies that prohibit on and off-duty conduct that harasses, threatens, or discriminates against coworkers. When receiving complaints involving social media, employers must be careful about deciding whether to investigate and/or discipline an employee for their social media activity. For certain activity can be “protected concerted” activity under the National Labor Relations Act.

Accordingly, employers should train management and leadership on how to address and investigate claims involving social media so supervisors know how to respond appropriately, and they know what evidence, such as social media accounts... DISCLAIMER: Because of the generality of this update, the information provided herein may not be applicable in all situations and should not be acted upon without specific legal advice based on particular situations. Attorney Advertising. © Dorsey & Whitney LLP var today = new Date(); var yyyy = today.getFullYear();document.write(yyyy + " "); Hannah specializes in providing comprehensive legal counsel and representation to employers on a broad spectrum of workplace matters, including dis... see more

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Felony, White Collar Crime, Consumer Protection, Criminal, Expungement 1503 S Coast Dr Suite 202Costa Mesa, CA 92626 Wrongful Termination, Employment Discrimination, Sexual Harassment, Whistleblower, Family Medical Leave Act (FMLA)

Hannah Talmage People Dorsey

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