Ohio Employment Legal Questions

Feel free to contact my office.    Ohio Employment Attorney mcoffmanlegal.com   § 825.107 Successor in interest coverage. (a) For purposes of FMLA, in determining whether an employer is covered because it is a “successor in interest” to a covered employer, the factors used under Title VII of the Civil Rights Act and the Vietnam Era Veterans' Adjustment Act will be considered. However, unlike Title VII, whether the successor has notice of the employee's claim is not a consideration. Notice may be relevant, however, in determining successor liability for violations of the predecessor. The factors to be considered include: (1) Substantial continuity of the same business operations; (2) Use of the same plant; (3) Continuity of the work force; (4) Similarity of jobs and working conditions; (5) Similarity of supervisory personnel; (6) Similarity in machinery, equipment, and production methods; (7) Similarity of products or services; and (8) The ability of the predecessor to provide relief. (b) A determination of whether or not a successor in interest exists is not determined by the application of any single criterion, but rather the entire circumstances are to be viewed in their totality.... Read Answer

You may contact the Ohio Department of Commerce's Wage and Hour Division or you could contact a lawyer to send a letter and perhaps file a lawsuit. You are not entitled to vacation pay unless there is a policy stating your employer pays vacation following a voluntary resignation. There is no law requiring employers to pay unused vacation.   Ohio Employment Lawyer www.mcoffmanlegal.com... Read Answer

Contact an Ohio Employment Attorney www.mcoffmanlegal.com   An employer may only make a deduction that is either:    Legally authorized; or  Voluntarily authorized by the employee and for the employee, not the employer's, benefit   Some of the types of deductions which are authorized under federal and state law include: meals, housing and transportation, debts owed the employer, debts owed to third parties (through the process of garnishment); debts owed to the government (such as back taxes and federally-subsidized student loans), child support and alimony. An employer is allowed to deduct certain items from an employee's paycheck if the employee has voluntarily authorized the deduction in writing. Examples of such deductible items are union dues, charitable contributions, or insurance premiums. These deductions are allowed even if the amount received by the employee after deduction falls below the minimum wage. However, an employer generally cannot deduct any items considered to be for the benefit or convenience of the employer, if it would cause the employee's salary to be reduced below the minimum wage. Some examples of items which would be considered to be for the benefit or convenience of the employer are:    uniforms required by the employer that can only be worn on the job,  tools used in the employee's work,  compensation for damages to the employer's property by the employee or any other individuals,  compensation for financial losses due to clients/customers not paying bills, and  compensation for theft of the employer's property by the employee or other individuals.   Employees may not be required to pay for any of the cost of such items if, by so doing, their wages would be reduced below the required minimum wage or overtime compensation. This is true even if an economic loss suffered by the employer is due to the employee's negligence.... Read Answer

You could hire an attorney to draft a letter to the employer. Otherwise, you should communicate in writing and indicate what you are feeling and that you feel you are being discriminated against. An employer cannot deny, interfere, or retaliate against you for exercising your rights to FMLA leave.   Ohio FMLA Attorney: www.mcoffmanlegal.com... Read Answer

While it may be a poor business practice, there is nothing unlawful about treating you differently than other employees unless the reason you are being treated differently is your age, race, gender, disability, religion, or another protected basis. Employers cannot discriminate, but they don't have to legally treat everyone in the same manner.   Ohio Employment Attorney: www.mcoffmanlegal.com... Read Answer

Are you being compensated at least time and a half for every hour you work over 40 per week? If not, your employer may be violating federal and state law. Contact an employment attorney to discuss further. There are not any constraints on the number of hours an employer can require of you.   Ohio overtime attorney: www.mcoffmanlegal.com... Read Answer

You must be compensated within 30 days of the regularly scheduled payday. In addition, you must also be compensated at least minimum wage which you have not if you were not even compensated. You should contact an employment attorney to discuss what is transpiring with your employer. Ohio Employment Attorney: www.mcoffmanlegal.com... Read Answer

Ohio is an at-will employment state and you can be terminated for any reason or no reason at all unless the reason you were terminated was an unlawful reason. If you think you were discriminated against because of your age, race, gender, religion, disability, etc, then you may have a case. If that is the case, you should contact an employment attorney.   Ohio Employment Attorney - mcoffmanlegal.com... Read Answer

You may be terminated because your employer is concerned with the appearance of approving of what could appear to be pregnancy discrimination. Ohio is an at-will employment state so you can be terminated for any reason or no reason at all unless the reason is an unlawful reason. You may not have intended to discriminate, but your intent likely doesn't matter to the employer and the lack of intent doesn't give you a basis for a lawsuit. Ohio Employment Lawyer mcoffmanlegal.com ... Read Answer