Ohio labor laws are designed to protect employees and employers alike, minimum reading of 8.However, proving an illegal termination is difficult, because employers almost never admit that they discriminated against or retaliated against an employee. The federal government sets a minimum standard for employment protection, such as the federal minimum wage and laws that prohibit discrimination. But states have their own labor laws, either by strengthening federal laws or adding new protections altogether. Ohio does not have any laws that specify or address when or how employers should count a worker's hours as paid wait time.
Employers may not fire or discriminate against an employee for reporting what they reasonably believe is a violation of the law, including the local ordinance, that could cause physical harm or endanger public health or safety or that is a serious crime or an improper request for a contribution. However, there are exceptions to state overtime laws in Ohio, and not all employees qualify to earn them. The foundations of Ohio's right-to-work laws, which limit the ability of employers to give preference to union or non-union workers when hiring employees. This section covers Ohio labor laws and regulations, including state civil rights laws, payday requirements, statutory holidays, statutes that protect whistleblowers, and labor laws affecting unions.
Employers can unlawfully discriminate against employees by making dismissal decisions based on their employee's gender, pregnancy, race, religion, ethnicity, disabilities, age, and other protected characteristics. Ohio laws that protect the civil rights of its residents, including sections of the code, with information on court proceedings and links to related information and resources. There are no labor laws in Ohio that require lunch breaks for any employee over the age of 18.While Ohio does not specify when or how an employer should count a worker's hours as time worked in relation to overtime and minimum wage, federal law on this issue is well established. Jury service and voting license are also included in unpaid time off requirements under state and federal laws.
With free employee scheduling, time clocks, and timesheets, plus payroll, team communication, hiring, onboarding, and labor compliance, managers and employees can spend less time on paperwork and more time growing their business. Employers also illegally terminate employees by firing them for exercising their rights under the law.