A string of recent inquiries from clients and colleagues suggests that it might be a good time to post this reminder: for the Ohio BWC, a drug-free workplace still means a marijuana-free workplace.

Under the BWC’s Drug-Free Safety Program (DFSP), sometimes also referred to as its Drug-Free Workplace Program (DFWP), Ohio employers can qualify for

Since at least 1978 when the U.S. Equal Opportunity Commission (“EEOC”) issued guidance on hiring tools, employers have known that they need to analyze carefully any testing procedures they utilize to screen potential employees and current employees in order to ensure that they are properly validated and do not discriminate against individuals or protected classes

Wage transparency laws are getting more and more popular, and employers should expect this trend to continue. These laws are designed to correct the gender pay gap and, generally, require an employer to publish the salary range for the job position being advertised.

For example, Washington and New York City recently joined Colorado in requiring

Governor DeWine recently signed into law Senate Bill 47 (SB 47), which primarily aims to clarify employers’ overtime-pay obligations under Ohio law. The Bill takes effect on July 6, 2022.

As discussed below, the Bill does some good – it expressly integrates the FLSA’s Portal-to-Portal Act exemptions into the Ohio statute; additionally, it limits a

What is OSHA’s top post-COVID enforcement priority?  According to Assistant Secretary of Labor and the head of the Occupational Safety and Health Administration (“OSHA”), Doug Parker, it’s heat-related illnesses.  On April 8, 2022, OSHA released its National Emphasis Program (“NEP”) for heat related issues in the workplace.

Before becoming head of federal OSHA enforcement,

With so many employees having contracted COVID-19, an important legal question for employers and employees alike is whether COVID-19 is a “disability” within the meaning of the Americans with Disabilities Act (“ADA”). In other words, is COVID-19 the sort of condition for which employees are entitled to reasonable accommodations, such as extended leave, flexible work

On March 18, 2022, the U.S. House of Representatives passed the CROWN Act (“Creating a Respectful and Open World for Natural Hair”) which bans hairstyle discrimination in employment, public accommodations, federally assisted programs and housing programs. The act bans discrimination against braids, dreadlocks, curls and the like. Advocates of the bill say a split in

On March 7, 2022 NLRB General Counsel Jennifer Abruzzo asked the NLRB to overturn Board precedent related to employee handbook rules.

The case at issue is Stericycle, Inc., which examines whether certain workplace rules infringe upon or restrict employees’ rights under the NLRA. As part of the Board’s proceedings, the parties (and interested third