Ohio Employee Handbooks laws & HR compliance analysis

Ohio Employee Handbooks: What you need to know

Employee handbooks should be drafted according to the particular needs of each individual workplace and according to the requirements of state and federal law. Employers should try to develop policies and procedures that reflect the company's size, employee needs, and company philosophy. Employers should have an attorney familiar with state labor and employment laws review their handbooks for legal accuracy and timeliness. Outdated or erroneous policies can be as dangerous as having no policies at all.
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Employers should exercise caution when developing handbooks and related policy statements. To avoid implied contract claims, employers should issue only general statements of policy in employee handbooks and should always include an explicit statement reserving the right to alter, amend, or change any handbook policy at any time and for any reason.
Ohio is an “employment at will” state. Therefore, an employer may generally terminate an employment relationship at any time and for any reason, unless a collective bargaining agreement, employment contract, existing law, or recognized public policy provides otherwise.
Despite a strong presumption in favor of the at-will standard, however, an Ohio court may bind an employer to those statements and procedures contained in an employee handbook or policy manual. For example, the Ohio courts have found and enforced an employment contract based on mandatory and specific disciplinary policies contained in an employee handbook that employees were required to sign for (Sowards v. Norbar Inc., 605 N.E.2d 468 (Ohio Ct. App. 1992)).
Note: In order to support the finding that an employee handbook has created a contract of employment, the Ohio courts ...

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Ohio Employee Handbooks Resources

Type Title
Checklists Employee Handbook Checklist
Policies Employment at Will—Handbook Receipt
See all Employee Handbooks Resources