Business owners and executives in Ohio know and understand the importance of providing a workplace environment that is free of discrimination and harassment. Not only is doing this one way of complying with the law, but it may also contribute to the development of a culture in which employees can be more productive. At the same time, it is important to have laws in place to address incidents in which discrimination or harassment may have occurred.
Workers in Ohio and across the United States should feel safe to work in their place of employment. People should feel comfortable and able to perform their duties without fear of being harassed. Yet, sexual harassment in workplaces across the nation still continues. Although many people generally see women as the victims of sexual harassment, this is not always the case. Men too can be victimized in the workplace. However, many men are too embarrassed to report these types of incidents.
As a business owner, you are aware of the numerous behind-the-scenes expenditures it takes to keep your company running. Workers’ compensation insurance is one of these expenses. At the law office of Gottschlich & Portune, LLP, we know that workers’ compensation can be costly, especially if an employee suffered a serious injury on the job. However, it is imperative for you and other Ohio business owners to understand that discouraging or disciplining an employee for filing a workers’ compensation claim can lead to serious consequences.
Whether you are a small business owner or working for a larger corporation, you may be familiar with non-compete agreements and how they can protect your business. Non-compete clauses are created to keep your company’s mission, business agreements and inner workings safe and protected from competing companies. When you hire a new employee, you want to ensure that they will not disclose any of your private company information with other businesses should they quit or become terminated from their position. It is critical that you set up your non-compete arrangement in such a way that it is enforceable and stands up legally in your contract.
People in Ohio who work with children or adolescents find themselves held to a high standard of behavior. The expectation is often that, in addition to performing duties related to the job itself, they will serve as role models for the young people they work with. Representatives of a New York school district recently told a middle school math teacher that she could no longer serve as a role model to her students after a topless photograph she allegedly took of herself three years ago recently came to light, resulting in the termination of her four-year employment. She is now suing the school district on the grounds that the firing was unfair.
The national organization Society for Human Resource Management frequently weighs in with data and news that is relevant to the American labor landscape. In doing so, it often focuses on hot-button topics of special importance to employers of all stripes across the country.
We have duly noted in prior select blog posts at the established Dayton business law firm of Gottschlich & Portune that the employment law landscape in Ohio and nationally is notably broad.
No dissents. No concurrences. In fact, nothing but clear consensus among justices of the United States Supreme Court in an employment case termed by one national publication as “a remarkable win for labor rights.”
Are you an Ohio employer thinking that your company should have a more fine-tuned policy for issuing written warnings to workers with performance-related or on-the-job behavioral problems?
Employers sometimes seek to augment their work staff with additional individuals tasked to do specific types of work.