What should a small business owner in Ohio know about employment law?

Awareness of Key Employment Laws for Small Business Owners in Ohio

As a small business owner in Ohio, it is essential to be aware of several key employment laws that affect your business. These laws cover areas such as hiring, discrimination, wages and hours, and termination. Below is a brief overview of each area of employment law:

Hiring

Employers in Ohio must comply with federal and state laws related to the hiring process. This includes ensuring that job postings and applications do not discriminate against protected groups based on factors such as race, religion, gender, or national origin. Employers must also verify that new hires are authorized to work in the United States and follow fair hiring practices.

Discrimination

Ohio law prohibits employers from discriminating against employees or job applicants based on specific characteristics, including race, gender, age, religion, disability, or national origin. Employers must also not retaliate against employees who file a discrimination complaint or participate in an investigation of such complaints. Small business owners can ensure compliance by providing equal opportunities for all individuals and avoiding discriminatory policies and practices.

Wages and Hours

Ohio establishes minimum wage and overtime pay requirements that employers must follow. As of 2021, the minimum wage for non-tipped employees is $8.80 per hour, and for tipped employees, it's $4.40 per hour. Employers must also pay overtime to eligible employees who work more than 40 hours per week. Small business owners must ensure that they pay their employees at least the minimum wage and pay eligible employees overtime when required.

Termination

Ohio is an "at-will" employment state, which allows employers to terminate employees for any reason as long as it's not illegal, such as discrimination. Employers can also terminate employees without cause. Small business owners should follow best practices when terminating an employee by providing notice of termination and documenting the reasons for termination.

Limitations and Exceptions

Specific industries or types of businesses may be subject to additional laws and regulations. For instance, businesses that employ minors or provide healthcare services may have specific rules to comply with. Additionally, COVID-19-related laws may impact interaction between employers and employees or necessitate additional workplace precautions.

If you have questions or concerns about compliance with employment laws, speak to an employment law attorney or the Ohio Bureau of Employment Services.

In conclusion, small business owners in Ohio must be informed of several key employment laws related to hiring, discrimination, wages and hours, and termination. By understanding and complying with these laws, small business owners can avoid legal problems and cultivate a positive work environment.