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Ohio Advertising: What you need to know

Preference prohibited. Ohio law prohibits all employers with four or more employees from printing or publishing (or causing to be printed or published) any notice or advertisement relating to employment that indicates any preference, limitation, specification, or discrimination based on age, race, color, religion, sex, military status, national origin, disability, or ancestry unless based on a bona fide occupational qualification (BFOQ) (OH Rev. Code Sec. 4112.02).
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Also, Ohio employers may not hire or otherwise engage any employee-referring source, such as an employment agency or personnel placement firm, that is known to place job notices or advertisements that indicate discrimination against persons because of their race, color, religion, sex, military status, national origin, disability, age, or ancestry.
Likewise, any person seeking employment may not publish or cause to be published any advertisement that specifies or in any manner indicates his or her race, color, religion, sex, military status, national origin, disability, age, or ancestry, or expresses a limitation or preference as to the race, color, religion, sex, military status, national origin, disability, age, or ancestry of any prospective employer.
BFOQ. While differences in treatment are permissible where a BFOQ has been certified by the Civil Rights Commission of Ohio, an exception covers employment advertising, as well as application forms and preemployment inquiries (OH Rev. Code Sec. 4112.02(E)). Regulations issued by the Civil Rights Commission of Ohio state that a BFOQ exception based on sex will be narrowly interpreted (OH Admin. Code Sec. 4112-5-05).

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Claim Your Free Copy of Top 100 FLSA Overtime Q&As

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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