Employment Law

In the age of social media and viral videos, an employee’s involvement in protests or other forms of political expression is unlikely to escape the attention of his employer. What happens when politics and business collide? In this column, I will provide guidance to employees and employers alike. Mixing Work and Politics Employers have a legitimate interest in minimizing disruptions

Managing unemployment benefits can be a very important tool for employers who are looking to manage their employment costs. Ohio employers who have at least one employee who has worked for them for 20 weeks are required to pay an unemployment tax. That tax is paid on the first $9,000 of every employee’s wages. The tax rate varies from employer

Earlier in our employment law series, we touched briefly on the Americans with Disabilities Act (ADA) and specifically looked at the employer’s compliance with the ADA in the context of interviewing and hiring. As we discussed, an employer must tread carefully when inquiring about potential disabilities during the hiring process. However, this article will focus on the ADA from the

In an ideal world, an employer would evaluate candidates based solely on objective, measurable criteria without consideration of any matter not related to job performance. In reality, many other factors come into play – including biases that the hiring manager is wholly unaware he or she harbors. Although these unconscious biases are unintentional, they are abundant in the workplace –

I recently had the opportunity to speak to a group of small business owners about how to avoid common mistakes in dealing with employees, especially when it comes to termination. Although Ohio is an employment-at-will state, there are exceptions to this doctrine such as termination based on race, gender, disability or some other protected characteristic. An employer may also face