Ohio Hiring laws & compensation compliance analysis

Ohio Hiring: What you need to know

The Ohio Fair Employment Practice Law prohibits employers from making hiring decisions based on race, color, religion, sex (including pregnancy, childbirth, or related medical conditions), military status, national origin, disability, age, or ancestry (OH Rev. Code Sec. 4112.01 et seq.). The law applies to all public employers and to private employers with four or more employees.
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Outside referrals. The law also prohibits employers from using an employment agency, training school, or any other type of employee referral source known to discriminate based on these factors.
Ban the box. 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 position and conviction and to prevent rejection solely based on the existence of a past conviction.
Municipal ban the box. Many municipalities have enacted ban the box requirements in Ohio. Employers are encouraged to learn the status of the law in their jurisdictions.
Ohio's new hire law requires the reporting of all new and rehired employees, employees returning to work, and independent contractors (OH Rev. Code Sec. 3121.891). An "independent contractor" is defined as an individual who provides services to an employer for compensation that is reported as income other than wages and who is an individual, the sole shareholder of a corporation, or the sole member of a limited liability company. The law excludes contractors performing intelligence ...

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