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Ohio Government Contractors: What you need to know

Affirmative action plans are required of contractors and subcontractors with 50 or more employees awarded a public works contract of $50,000 or more or where the contract exceeds $500,000 and the contract site is within a designated geographic area, regardless of the number of employees (OH Admin. Code 123:2-3-01et seq.).
Contractors and subcontractors are required to exert every good faith effort to accomplish the goals of an affirmative action program. The Code defines “affirmative action program” as a set of specific and result-oriented procedures to which a contractor and/or subcontractor must apply every good faith effort. It should include efforts required to remedy all effects of present and past discriminatory patterns and practices. The objective of these procedures and efforts is to assure equal employment opportunity for all people.
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Contractors and subcontractors can either implement the state's affirmative action program or their own approved plan. The state's plan involves adopting set state percentage goals for minority workforce to the contractor's or subcontractor's total workforce hours, for all jobs, during the performance of the state contract. The minority work hours are set forth by trade and designated geographic area. Contractors and subcontractors must provide the contracting agency with a monthly utilization work hour report.
State agencies may not award public improvement contracts unless the contractors and subcontractors participate in a specified drug-free workplace program. The contractor must be enrolled in and be in good standing in the drug-free workplace program of the state Bureau of Workers' Compensation or a comparable program approved ...

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Government Contractors Products

Affirmative Action Webinar Recording
BLR Webinar - "Affirmative Action: OFCCP Stepping Up Enforcement Efforts; What Government Contractors Need To Know""
OFCCP Webinar Recording
BLR Webinar: "OFCCP: Increased Enforcement Means Heightened Scrutiny; How To Prepare for the Spotlight""
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The Dodd-Frank Act of 2010 Webinar Recording
BLR Webinar: "The Dodd-Frank Act of 2010: What Employers Must Know—and Do—To Comply With This Sweeping New Legislation""
Off the Clock Time Webinar Recording
BLR Webinar: "Off the Clock? How To Determine When Time Worked Is Compensable Under Federal Law""
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We’ve compiled a list of the 100 most commonly asked questions we have received on the federal Fair Labor Standards Act (FLSA) overtime regulations.
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This report, "Top 100 FLSA Q&As", is designed to provide you with an examination of the federal FLSA overtime regulations in Q&A format, including valuable tips for bringing your workplace into compliance in an affordable manner.

At the end of the report, you will find a list of state resources on wage and hour issues. This report includes practical advice on topics such as:
  • FLSA Coverage: How FLSA regulations apply to all employers and any specific exemptions from the overtime requirements
  • Salary Level: Qualifying for exemptions and nonexempt employees
  • Deductions from Pay: Deducting for violations, disciplinary reasons, sick leave, or personal leave

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