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What legal steps can I take to ensure my Ohio-based small business is in compliance with state and federal employment laws?

Picture of Chris Battis By   ·  1 minute read

As a lawyer, the legal steps you can take to ensure your Ohio-based small business is in compliance with state and federal employment laws include the following:

  1. Review and Follow State and Federal Employment Laws: Start by reviewing the relevant state and federal employment laws that affect your small business. This includes Title VII of the Civil Rights Act, Americans with Disabilities Act (ADA), Age Discrimination in Employment Act (ADEA), Fair Labor Standards Act (FLSA), and Ohio wage and hour laws, among others. Ensure your employment policies and practices comply with these laws.
  2. Develop an Employee Handbook: An employee handbook is a written document that outlines the rules, policies, and procedures of your small business. It should include information on employment, employee benefits, performance expectations, and employee behavior. Additionally, the employee handbook should clearly state the procedures for addressing workplace complaints and grievances.
  3. Ensure Compliance with Posting Requirements: Your small business must comply with posting requirements for state and federal employment laws, such as labor posters or workplace notices. You can access these posters online or from your state’s labor department.
  4. Conduct Regular Training: You should provide periodic training to your employees on workplace conduct, harassment prevention, and other relevant topics. This helps ensure employees understand the company's policies and compliance requirements.
  5. Follow Recordkeeping Requirements: You must maintain accurate and complete records of employee information, such as payroll records, time sheets, and employment contracts. Retain these records for the required period to comply with state and federal regulations.
  6. Obtain Legal Counsel: If you are unsure of your compliance obligations, consult with a licensed attorney who specializes in employment law. They can help review policies, procedures, and documents and provide legal advice to ensure compliance.

It is essential to note that this advice is for general informational purposes only and should not be considered legal advice. The laws and legal requirements may differ based on your specific situation or industry. Therefore, you should consult with a licensed attorney.