Absolutely! Ohio is an employment at-will state. This means that an employee can be terminated at any time without any reason, explanation, or warning. This also means that, under many circumstances, an employee can be terminated for complaining to Human Resources (“HR”). Wait, what? Isn’t that retaliation? Unlawful Retaliation only occurs when an employer punishes […]
The Family and Medical Leave Act (“FMLA”) is a federal law that allows eligible employees to take twelve protected workweeks of leave in a 12-month period to care for their spouse, child, or parent who has a serious health condition. To be eligible for FMLA you must satisfy three conditions. First, you must work […]
Overtime Myth #1: I’m not entitled to overtime because I’m an independent contractor Fact: Whether or not you are entitled to overtime is based on the “economic reality” between the parties. Even if your employer calls you an independent contractor, you may be entitled to overtime pay. Overtime Myth #2: I’m not entitled to overtime […]
As we head to the polls tomorrow, faced with a presidential administration that is increasingly hostile to the rights of the LGBTQ community, Cuyahoga County voters will get to decide on a proposed amendment to the county’s charter that, while largely toothless, will at least operate as a partial rebuke. Currently, the county charter […]
There are four different ways that you, an employee over the age of forty (or former employee), can pursue a claim for discrimination on the basis of age against an employer under Ohio law. You can file a charge of discrimination with the Ohio Civil Rights Commission (“OCRC”), or file a lawsuit under either Ohio […]
The Occupational Safety and Health Act of 1970 created the Occupational Safety and Health Administration (“OSHA”) to assure safe and healthful working conditions for working men and women. OSHA is part of the United States Department of Labor. Employees and their representatives have the right to file a complaint and request an OSHA inspection […]
While it appears that the Sixth Circuit has never directly answered the above question, there is an argument to be made that, at least under certain circumstances, an employer ought not be allowed to underpay its employees and, then, add insult to injury by filing for bankruptcy protection to avoid paying a judgment. The Fair […]
