Ohio Employment Legal Questions

I represent employees with violations of the FMLA against their employers. Feel free to contact my office or another labor law attorney who represents employees against their employers. My phone number is 614-949-1181. In addition, you can find fact sheets on the US Department of Labor's website. Matthew... Read More

Generally, commission, incentive, bonus, or any other "additional" pay over a base salary is determined by a contract of some sort or written agreement as to how the payments are earned/accrued and eventually paid out (even in light of a resignation or termination).  You have to look at your contract/agreement/handbook.  Note that most likely, the payments you are asking about are governed by contract law which is different for each state.  Therefore, I suggest you contact a OH attorney.... Read More

There are federal laws pertaining to work hours and they address: federal minimum wage, overtime pay, recordkeeping and child labor. There are several difference rules and regulations which may apply and you may want to call an attorney to see if your position falls within the scope of these regulations.... Read More

You likely have a claim for back wages under either R.C. 4113.15 if you area salary employee or under the Fair Labor Standards Act if you are an hourly employee.  If you are a covered hourly employee, you may be entitled to your back wages plus an award of damages equal to the unpaid wages. If you are an hourly employee, and it has been more than 30 days since your last pay was due, you are entitled to your back wages plus damages in an amount equal to 6% of the amount of the claim still unpaid and not in contest or disputed or $200, whichever is greater.... Read More

In all likelihood it is lawful to maintain an employee with a chronic illness, such as cancer, in a position that reasonably accommodates them.  In fact, it might be a violation of the Americans with Disabilities Act if you don't. The ADA states that a covered entity shall not discriminate against an individual with a disability.  Generally, a covered entity is an employer engaged in interstate commerce and having 15 or more workers.  Discrimination may include, among other things, limiting or classifying a job applicant or employee in an adverse way, denying employment opportunities to people who truly qualify, or not making reasonable accommodations to the known physical or mental limitations of disabled employees, not advancing employees with disabilities in the business, and/or not providing needed accommodations in training materials or policies, and the provision of qualified readers or interpreters.  Disability is defined by the ADA as "a physical or mental impairment that substantially limits a major life activity". ... Read More