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What are the legal requirements for a business in Ohio to hire employees?

Picture of Chris Battis By   ·  1 minute read

In Ohio, businesses are required to follow certain legal requirements when hiring employees. These legal requirements include:

  1. Verification of employment eligibility: Before hiring an employee, businesses in Ohio are required to verify the employee's eligibility to work in the United States. This can be done by completing Form I-9 and maintaining its records for inspection.

  2. Withholding taxes: Businesses in Ohio are required to withhold state and federal taxes from their employees' paychecks. Employers are also required to submit these withheld taxes to the appropriate government agencies on a regular basis.

  3. Minimum wage and overtime laws: In Ohio, employers must pay their employees at least the minimum wage as prescribed by state and federal laws. The Ohio minimum wage is currently $8.70 per hour for non-tipped employees and $4.35 per hour for tipped employees. Additionally, employers must pay overtime wages to eligible employees who work more than 40 hours in a workweek.

  4. Workers' compensation insurance: Ohio law requires employers to carry workers' compensation insurance coverage for their employees in case of work-related injuries or illnesses.

  5. Discrimination laws: Ohio also has anti-discrimination laws that prohibit employers from discriminating against employees based on certain protected characteristics, such as race, gender, religion, or disability. Employers must provide equal opportunities to all employees, regardless of their personal characteristics.

  6. Safety regulations: Employers in Ohio are required to follow safety regulations to ensure the safety and well-being of their employees. This includes providing a safe workplace and ensuring employees receive training on the use of equipment and handling of hazardous materials.

It is important for businesses in Ohio to adhere to these legal requirements to avoid potential legal and financial consequences. If a business has any questions or concerns about these requirements, they should consult with an experienced employment law attorney or a qualified human resources professional.