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What steps can I take as an Ohio business to ensure compliance with state and federal employment laws?

Picture of Chris Battis By   ·  1 minute read

As an Ohio business, there are several steps you can take to ensure compliance with state and federal employment laws. These include:

  1. Familiarize yourself with the relevant laws: The first step is to understand the applicable state and federal employment laws. These may include the Fair Labor Standards Act (FLSA), the Family and Medical Leave Act (FMLA), the Americans with Disabilities Act (ADA), and the Ohio Workers' Compensation Act, among others.
  2. Know the employee classification: You should also ensure that you are properly classifying your employees as either exempt or non-exempt, independent contractor or employee, and full-time or part-time. Misclassifying employees can result in legal penalties.
  3. Draft employment policies and procedures: You should establish clear employment policies and procedures that align with state and federal law. These policies should cover areas such as harassment, discrimination, overtime, sick leave, and employee conduct. You must ensure that all policies and procedures are compliant with state and federal law.
  4. Train managers and supervisors: It is critical to educate managers and supervisors about state and federal regulations and policies to ensure that they comply in every way. This will help to prevent inadvertent or intentional violations of state and federal law.
  5. Document everything: You must maintain accurate, complete, and up-to-date records for your employees. This includes wage and hour records, worker’s compensation filings, FMLA, and other types of leave requests, among others.
  6. Stay updated: You should stay informed of any changes to state and federal employment laws regularly. This will keep you informed of any regulation changes able to help you remain up to date.

In conclusion, to ensure that you comply with state and federal employment laws, familiarize yourself with the regulations and policies, classify employees accurately, draft employment policies and procedures, train managers and supervisors, document everything, and stay updated with the changes. You should always consult an experienced employment lawyer to review your policies and procedures to ensure compliance.