This Handbook provides an overview of federal laws addressing employer-employee rights and obligations. Information discussed includes wages & hours, discrimination, termination of employment, pension plans and retirement benefits, workplace safety, workers' compensation, unions, the Family and Medical Leave Act, and much more in 25 pages of materials.
Employment Law For Business 10th Edition In Cuyahoga
Category:
State:
Multi-State
County:
Cuyahoga
Control #:
US-002HB
Format:
Word;
PDF;
Rich Text
Instant download
Description
Free preview
Form popularity
FAQ
DOL and other federal agencies have numerous resources and materials that can help. Department of Labor — DOL is committed to providing America's employers, workers, job seekers and retirees with clear and easy-to-access information on how to be in compliance with federal employment laws.
Ohio is an at-will employment state. That means you can be fired for a bad reason or no reason at all, as long as it isn't an illegal reason.
Under federal law, the FLSA requires no days of rest or limitations on the number of consecutive days an employee can work. Similarly, Ohio state labor laws do not impose restrictions on the number of consecutive days an employee can work.
Increased State Minimum Wage Effective January 1, 2024, Ohio's minimum wage became $10.45 an hour for nontipped employees and $5.25 an hour for tipped employees, up from the 2023 minimum wage of $10.10 an hour for nontipped employees and $5.05 an hour for tipped employees.
Most employers with at least 15 employees are covered by EEOC laws (20 employees in age discrimination cases). Most labor unions and employment agencies are also covered. The laws apply to all types of work situations, including hiring, firing, promotions, harassment, training, wages, and benefits.
Employers who have at least 100 employees and federal contractors who have at least 50 employees are required to complete and submit an EEO-1 Report (a government form that requests information about employees' job categories, ethnicity, race, and gender) to EEOC and the U.S. Department of Labor every year.
The federal EEOC has jurisdiction over employers with 15 or more employees for most matters. The DFEH, however, can take enforcement action against any business with 5 or more employees on the payroll, pursuant to the state's Fair Employment and Housing Act (FEHA).
The federal EEOC has jurisdiction over employers with 15 or more employees for most matters. The DFEH, however, can take enforcement action against any business with 5 or more employees on the payroll, pursuant to the state's Fair Employment and Housing Act (FEHA).