Ohio Selection and Testing: What you need to know

The Ohio Fair Employment Practice Law prohibits employment discrimination on the basis of race, color, religion, sex, military status, national origin, disability, age, and ancestry, unless a protected characteristic is required in order to perform the job in question, i.e., is a bona fide occupational qualification (BFOQ). The law includes a detailed definition of disability that specifically includes a number of diseases, such as cerebral palsy, epilepsy, autism, muscular dystrophy, cancer, heart disease, diabetes, human immunodeficiency virus infection, mental retardation, emotional illness, drug addiction, and alcoholism.
For a Limited Time receive a FREE HR Report on the "Critical HR Recordkeeping”.  This exclusive special report covers hiring records, employment relationships, termination records, litigation issues, electronic information issues, tips for better recordkeeping, and a list of legal requirements.  Download Now
In addition, employers are prohibited from using any employment application, or printing or circulating any statement, advertisement, or publication that indicates any discriminatory limitation or specification. The law covers all public employers and private employers with four or more employees (OH Rev. Code Sec. 4112.01 et seq.).
Generally, employers may utilize professionally developed aptitude tests and other selection procedures if such tests are not designed, intended, or used to discriminate against a protected individual or group of individuals.
An employer should be very careful to observe state and federal guidelines when questioning an applicant or employee about an apparent or hidden disability.
Preemployment inquires under state law. State law allows preemployment inquiries if the questions are designed to determine whether the applicant can perform the essential functions of the job or whether the applicant can perform the job without significantly increasing health hazards to himself or others (OH Admin. Code Sec. 4112-5-08

>> Read more about Selection and Testing

More on this topic:

State Requirements

National | Alabama | Alaska | Arizona | Arkansas | California | Colorado | Connecticut | Delaware | District of Columbia | Florida | Georgia | Hawaii | Idaho | Illinois | Indiana | Iowa | Kansas | Kentucky | Louisiana | Maine | Maryland | Massachusetts | Michigan | Minnesota | Mississippi | Missouri | Montana | Nebraska | Nevada | New Hampshire | New Jersey | New Mexico | New York | North Carolina | North Dakota | Ohio | Oklahoma | Oregon | Pennsylvania | Rhode Island | South Carolina | South Dakota | Tennessee | Texas | Utah | Vermont | Virginia | Washington | West Virginia | Wisconsin | Wyoming |

Ohio Selection and Testing Resources

Selection and Testing Products

Free Special Reports
Get Your FREE HR Management Special Report. Download Any One Of These FREE Special Reports, Instantly!
Featured Special Report
Claim Your Free Copy of Critical HR Recordkeeping

Record retention is complex and time consuming. However, in addition to complying with various federal and state laws, keeping good, well-organized records can be very helpful in documenting and supporting an organization’s employment actions.
Download Now!

This special report will discuss how you can ensure your records are in good order, and establish a record-retention policy.

Topics covered:
1. Hiring Records
2. Employment Relationships
3. Termination Records
4. Litigation Issues
5. Electronic Information Issues
6. Tips for Better Recordkeeping
7. A List of Legal Requirements

Make sure you have the information you need to know to keep your records in order.