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 Managers In Ohio
Category:
State:
Multi-State
Control #:
US-002HB
Format:
Word;
PDF;
Rich Text
Instant download
Description
Free preview
Form popularity
FAQ
Ohio law and federal law do not require that an employer provide any breaks (except for minors) for any duration. So what does that mean for short breaks such as cigarette breaks, coffee breaks, or rest breaks? Breaks of a short duration, running from 5 minutes to about 20 minutes, are common in the work place.
The CSPA requires sellers (or “suppliers”) to: Accurately represent the characteristics of a product or service. Honor guarantees and warranties. Make no misrepresentations about the nature of their business, their products or services, the prices of their goods, or the terms of a transaction. Not mislead consumers.
If you quit on bad terms, were fired, or just performed poorly while employed there, your former boss can likely disclose any of that information to other prospective employers. However, your former employer doesn't have the right to say anything he or she wants.
A salaried employee in Ohio can work up to 40 hours in one standard workweek. Any hours worked beyond 40 are compensated at one and a half times the employee's hourly rate. Salaried employees must be classified as non-exempt to be eligible for overtime compensation.
Section 4113.71 | Immunity of employer as to job performance information disclosures. (A) As used in this section: (1) "Employee" means an individual currently or formerly employed by an employer.
FREEDOM from discrimination, harassment, or retaliation at any stage of the employment process. EQUAL ACCESS to programs and services offered, and employment opportunities. The right to FILE A COMPLAINT if you experience discrimination, harassment, or retaliation.
A salaried employee in Ohio can work up to 40 hours in one standard workweek. Any hours worked beyond 40 are compensated at one and a half times the employee's hourly rate. Salaried employees must be classified as non-exempt to be eligible for overtime compensation.
The court relied on Section § 2802 of the Fair Labor Standards Act (FLSA), which provides in relevant part that “an employer shall indemnify his or her employee for all necessary expenditures or losses incurred by the employee in direct consequence of the discharge of his or her duties…”.
Ohio, as an “at-will” employment state, permits an employer, absent an employment contract to the contrary, to terminate an employee for no reason or any reason at all, so long as the reason does not violate Ohio or federal law.
More info
Ohio's minimum wage, minor labor, and prevailing wage laws establish a safe, equitable playing field for all Ohioans to participate in the workforce. File your charge within 2 years.For employment complaints, you must file your charge within 2 years of when the discrimination or harassment happened. Ohio's minor labor laws are established in Chapter 4109 of the Ohio Revised Code. Under Ohio law, an employer is prohibited from discriminating in the payment of wages on the basis of: Race. Color. Religion. Sex. Age. The Fair Labor Standards Act (FLSA) establishes minimum wage, overtime pay, recordkeeping, and child labor standards affecting full-time and part-time workers. The Uniformity Act made a significant change in Ohio employment law regarding liability. Ohio is an "atwill" employment state. Your employer should promptly investigate your complaint. You may need to participate in the investigation.