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Employment Law

EEO-1 Component 2 Pay Data Portal Coming Online

By Robert Gorman   |  July 9, 2019

EEO-1 Component 2 data (for calendar years 2017 AND 2018 only) is due by September 30, 2019. The data submission portal is nearly ready, and a static page, along with a wealth of information in the form of FAQs, is now available. The FAQ page includes information on filing requirements, summary compensation data, hours worked and confidentiality of data, among other topics.

Keywords: component 2, eeo-1, eeoc

Two Common and Costly Wage and Hour Mistakes

By Kimberly Hall   |  June 25, 2019

Two of the most common and costly wage and hour mistakes an employer can make are: (1) misclassifying employees as independent contractors; and (2) misclassifying non-exempt employees as exempt. Kim Hall describes strategies to avoid these issues.

Not Quite the End of the Road on the EEO-1 Pay Data Reporting Litigation

By Robert Gorman   |  May 8, 2019

The Equal Employment Opportunity Commission (EEOC) is set to begin the collection of W-2 wage information from mid-sized and large employers that includes total hours worked broken down by gender, race and ethnicity—known as “Component 2” data.

Must I Allow My Employee to Telework?

By Bradley Proudfoot   |  March 6, 2019

With the rise of telecommuting, or as it is also known teleworking, many employers have been presented with requests for telework as a "reasonable accommodation" under the Americans with Disabilities Act.

Title VII Protects Transgender and Transitioning Transgender Individuals in the Workplace

By Susan Baker   |  October 26, 2018

On March 7, 2018, the Sixth Circuit of the Federal Court of Appeals, which includes Ohio, was the first federal appellate court to explicitly hold that Title VII, the federal anti-discrimination statute, extends specifically to transgender and transitioning employees.

OSHA Clarifies that Safety Incentives and Post Incident Drug Testing ARE Permitted

By Susan Baker   |  October 16, 2018

In May 2016, as part of its rule revisions, OSHA published a final rule that prohibited employers from retaliating against their employees for reporting work-related injuries or illnesses. OSHA interpreted this provision to apply to workplace safety incentive programs and post-incident drug testing policies. The rule caused considerable uncertainty as to whether OSHA would deem such programs and drug testing to be retaliatory.

Medical Marijuana: Employer Rights

By Susan Baker   |  September 24, 2018

Ohio Revised code 3796 establishes the parameters for the sale and distribution of medical marijuana. Although it was passed in 2016, the effective date has been extended twice. Most recently the September 8, 2018 date was extended and it is unclear when the law will be effective. There are reports that it will be effective within weeks of that date, however no definitive date has yet been announced.

Overtime Rule Change Halted

By Sarah Baker   |  November 23, 2016

The Fair Labor Standards Act overtime rule, which was to take effect on December 1, is officially on hold.

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