What are Ohio's laws about employment discrimination and how can I protect my business from being sued for such violations?

Ohio's laws prohibit employment discrimination in several different areas. The Ohio Civil Rights Act (OCRA) makes it illegal to discriminate against employees or applicants because of their race, color, religion, sex, national origin, disability, age, or ancestry. Additionally, Ohio law protects employees from discrimination based on their military status, genetic information, or familial status.

Employers can take several steps to protect their business from being sued for employment discrimination. First, it is important to create and enforce policies that prohibit discrimination in all areas covered by the law. This includes not only hiring and firing decisions, but also promotions, training opportunities, and other aspects of the employment relationship.

Second, employers should provide training on discrimination to all employees, not just managers and supervisors. This training should cover basic concepts of discrimination and harassment, as well as an overview of the laws that apply to the company.

Third, employers should handle complaints of discrimination promptly and thoroughly. This means having a clear process for employees to report complaints, and taking prompt action to investigate and resolve those complaints. Employers should also document all complaints and investigations to demonstrate that they are taking concrete steps to prevent discrimination in the workplace.

Finally, employers should consult with an experienced employment law attorney to ensure that their policies and practices are in compliance with all applicable laws. An attorney can also help employers navigate any discrimination complaints that may arise, and provide guidance on how to respond to those complaints in a way that minimizes the risk of legal liability.

It is important to note that there are some limitations and exceptions to Ohio's anti-discrimination laws. For example, employers may be able to discriminate in certain circumstances where there is a bona fide occupational qualification, such as requiring that a firefighter be able to carry a certain amount of weight. Additionally, Ohio law provides some exemptions for religious organizations and small businesses.

In order to ensure compliance with Ohio's employment discrimination laws, employers should consult with a qualified attorney to be sure that their policies and practices are fully in line with the law.