Ohio Application Forms: What you need to know

The Ohio Fair Employment Practice Law prohibits employers from using any application for employment that asks about race, color, religion, sex (including pregnancy), military status, national origin, disability (specifically including HIV-positive status), age, or ancestry (OH Rev. Code Sec. 4112. 01 et seq.). The law covers private employers with four or more employees and all state and local government agencies, regardless of size. A detailed discussion of prohibited preemployment inquiries and a list of impermissible inquiries and permissible alternatives are available.
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Ohio law prohibits employers from asking applicants about any arrest for which the records have been sealed or expunged (OH Rev. Code Sec. 2151.357). If an inquiry is made, the applicant may respond as if no arrest had occurred (OH Rev. Code Sec. 2151.358). Employers are discouraged from making inquiries about arrest records because the federal Equal Employment Opportunity Commission (EEOC) has maintained that such inquiries have a disparate impact on certain minority groups and are therefore discriminatory. Additional information on inquiries about arrest and conviction records is available.
Ban the box—state government employers. The Ohio Department of Administrative Services removed questions about conviction and arrest history from the initial application for state employment. The Department also requires that every hiring decision maker weigh factors that are similar to those found in the EEOC guidance. These factors are intended to ensure a careful analysis of the conviction as it relates to the position and to prevent rejection solely based on the existence of a past conviction.
Municipal ban the box. ...

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