Equal Employment Opportunity is Private Employers, State and Local Governments, Educational Institutions, Employment Agencies and Labor Organizations Applif:ants to alld employees of most 1Jri vaLI! em~luyer~, state and local governments. educational institutions, employment agcnCic.l; ancll;;jhor oruanizations are protecl(·d under Federal law from discrimination on the following bases: RACE, COLOR, RELIGION, SEX, NATIONAL ORIGIN Title VII oftJw Civil Rig-htsAti of 1964. as amended. protec~ arr1ir.ants and employees trom di~criIllinatif)1\ in hiring, promotioIl. tlisdutrge. pay, fringe benefits. jOll training, r.hls3itic-atioLl, referral, 31ld othl::'r a.spe(ts of employmfmt, on the basis of ra('~', colur. wlilo:ion, SI::'X (including pregnancy), or national origin. Religll)mi di~crimina(ion inc1urif':,; failing to n;asonllbly accommodate an employee's reliwous pnt("lifC's ",h('r(' the a('commo<iatioll uoes not impose undu~ hardship . DISABILITY Tit]c-- I aml Title V of the Americans willI Disabilities Act of 1990. as amended, protect qualified individuals lrom di.o;;crimination on the basis of diiiability in hiring, promotiun, di!;charW-' pay, fringe benefits, job training, classification. referrnl, am) oilier as~ects of employmellt DisahiJ,ity discrilllinaliwl indudes not making reasonable aecommoo;;r,l)n to the knO\\ll physical or melllallimitatinns of an otherwise qualified individual with a Jisabiiity who is an applicant or emp!()yrc, barring undue hardship. AGE GENETICS Title II of [bt! G~nelk Infonnation Nonruscrimination Act of 200R protects applic ant~ and employees from discrimination based on genetic information in hiring. promotion, discharge, pay, fringe beneliltj, jot> trainiUI{, diCl~j{kalion. referral, and uther aspects of employment. Gl'lA also restrict!! ~mp1oyer5l' acquisition of grllt'tic information and sttictly limits disclosure of genetic information. Geuetic informatiun includes information about genetk lesLs of appliC"dnts. employees. or the-ir family members; the rrumifestation of diseases or disorders in family memb<;r~ (family medical history): ann rcqlwsts for or receipt of gelIetic services by applicants, employees, or their family members. RETALIATION All of these Federal laws prohibit covered eutities froUl rdaliatilll{ again!:it a persoll who tiles a char.i{1:! oJ discrimination. participates in a disclimination procl:!eding, or othen",ise oppo~s an unlawful ~mployn')cnt practice . WHAT TO DO IF YOU BEliEVE DISCRIMINATION HAS OCCURRED Then~ art' strict time limit!; for filing charges of t~mploymellt dis~,:rimi.nation. To Tlw i\gt' Discrimination in Employment Act of 1967, as Rmendt>d. IJrolet:ls applit'ar.(s and i'l11ploy(·(·s 40 years of agf:' or ohler from discrimination basen on preserve the ability of EEOC to at..1 on your behaU amI to protect your right to file a ilgl'in hiring, promotiou. <li-;;cha.rgc, pay, frin.":!> hf'ndits. job training, classification, privak' law~uil. should you ultimately need to. you should contact EEOC promptly rroterral. ,uHl otiler (lspects of t'mploYlllPllt. when discrimination i;; sl1s~ct.r.d: Thf: ns. [quill Employment Opportunit}' CommissioJl (EEOC), 1-800-6694000 (toll-free) or 1-800-669-6820 (toll-free TIY number for individuals witl1 hf.aring SEX (WAGES) In additioll to sex discrimiuation prohibited byTitle V1J of the Civil Rights Act. as impairlllenb). EEOC fidd office information is availahlf: ar WWW.ccoc.gov or in most telephone djrectori~~ in the U.S. Gov('.rnlllent or Federal Government amemleu, tIlt;! Equal Pay Act of 196:~. as amendr-d, prohibitg st!X discrimination in section. Adrlitional infonnation about EEOC. including infonnatiun about char,g-e the payment of W<J.g~Ac; to women '1nd mco pedonning substantially equal work. filing. is; available at www.ceoc.gov. in job~ that require equal skill. effort, aud respoll~ibility, under similar working conrf.ilion:>, in the ~JJ1e establisl1mtnt. Employers Holding Federal Contracts or Subcontracts Applicant5 to and ernployr.C's of companies v.::ith 1I Federal government contract or subcontract are protr.c1ed under Ft~rl('rallaw from discriminatiol\ on the iollowillg bas~s: RA.CE, COLOR, RELIGION, SEX, NATIONAL ORIGIN Ext·L·ulil."t' Order 112411. as amenckd, prohibits job discrimination on the b(lsi$ of race, color. rr.ligiOl:, sex or n(ltion<ll.)figin, and requires aliirrnclive <lction to .~nSlin· ,'quCility of CJpporluo.ily in all a;;pect~ of employmenL INDIVIDUALS WITH DISABIUTIES Section ,')((3 of the Rehabilitation Act of 197:1, as amr:nded, protcc:ts qualified individual!> fmm discrimination on the basi.s of disability in hiring, proUlotioll, cli,;chargc. pay. fringe benefits, job training, classiIicalion, rderral. and other aspects uf ernplr)yrnent. Disability discrimination includes not making reasonable accommodation tC> the knOv.11 physicAlI or mentallimitatiOll$ of an otherwise 111lalificd individual with a disability who is an aWllcanL or empluyee, h"rrillg undue hardship. St:dion 503 also requires that Federal contractors lake ariirmativt' action 10 employ and advanct~ in empl()yment qualified individuals with <1iSilbilities at ail levels of empluyment, including the executive level. DISABLED, RECENTLY SEPARATED, OTHER PROTECTED. AND ARMED FORCES SERVICE MEDAL VETERANS 11lt' Vif':Tlilfl1 Frfl V(:tenn!;' Rcadjustro.1em Assistance Act of 19H, as amelllkd. 38 eSc. 4~12. pfolriuitsjuu t.Iiscrirnination and requires affirmative action to emplo~' and advance in ernnloyment ui!'>abled vetJ':mr.s. recently separated veterans (within thrf:'f' years of discharge or release from active duty), other jJrotected veterans (veterans who scrve<l during a war (Jr in a call1~ai~n or expediliun fur which a campaign badge has been authQrized), and Armed Forees service medal veterans (ve:tr.rans who, while on active duty. participat<:d. in a U.S. military operation for which an Armed Forces service medal was awarded). RETALIATION Retaliatiun is prohibited iiRainst a penlOn who files ii. complaint of rli!>r.rimination, pa.rticipates in an OFCCP proceeding, or otherwise opposes discrimination under these Fcdt"J"allaws. Any persOIl who believes a conuador has violated ib nonditicrirnioation or affirmative action obligations under the authorities above should contact immf~niatc1y: The Office of federal Contrad Compliauce PrograIIl~ (OFCCP), U.S. Department of Labor. 200 Constitution Avenue. N.W., \Vashin,Q;t.on, D.C. 20210, 1-8()()..397-6251 (toll-free) or (202) f3!)3-1337 tJT'il. oren may also be contacted bye-mail at OFCCl'-l'ublic@duLgov, or by calling af: OFCCP regioGal or disllict office, listed in most telephone directOl'if':~ llndt~r ':.5. (~ovf'rnm('nt, Dcpartm cn t of 1~1bor. Programs or Activities Receiving Federal Financial Assistance RACE, COLOR, NATIONAL ORIGIN, SEX In addilio:l (0 till' protecLiol1S of Tille \,11 oi the Ci\il Rights Act of 1964, as am'udell. Tille VI of tht' Civil Rights Act of 1964. as a!ll('nd('~, prohibits discrimination on the basis of race, color or national origin ill programs Qr activ~rie!; ft'Cf'iving Federal finaucial as,;istanc(;'. Employment discrimination is ("Overed hy Tide \'1 if the primary obiective of the financial assistanc(' is pro.; sion or employment, or where employment cliscrim.inatioll causes or IIIay CfIUSE' discrimination ill providing sen'ice~ under such programs. Title IX of the Ec1Ul'aliou AlIIt'ndment.~ of 1972 prohibits employmr.nt rlisnimination on the basis of sex in educational Jlrograms or activities which receive Federal financial assisL1nrf>. EEOC 9/f)2 and OFCCP R/OP, Vl.fs/a11S Useable With 11/09 SupplC!met!/ INDIVIDUALS WITH DISABILITIES Sf'dion 504 of the Reh"bilitation l\ct of 1973, as amended, prohibits eUlvloyrn~I1L discrimination on the b~is of llit;abilil}' in any prugram or activity which receives Ft:derd!. fmam:ial assistance. Disclimination is prohibit~c1 in all asppcts of employment against persons with disabilities who, with or without reasonable accommodation, can perform the essential functions of the job. If you believe you have been ili~criminated against in a program of any instituDon which receives Federal financial assistanct:, }'Ull should immediately contact the .Federal alofew.:y pro\'idin~ such assistance. EJil)('~F/E-l (Rer,iHd 11/ 09) G 15 UNDER THE FAIR LABOR STANDARDS ACT THE UNITED STATES DEPARTMENT OF LABOR WAGE AND HOUR DIVISION FEDERAL MINIMUM WAGE $5.85 ~~R $6.55 ~~~R $7.25 PER HOUR BEGINNING JULY 24, 2008 BEGINNING JULY 24, 2007 BEGINNING JULY 24, 2009 OVERTIME PAY At least ,1/2 times your regular rate of pay for aU hours worked over 40 in a wor1<week. YOUTH EMPLOYMENT An employee must be at least 16 years old to work In most non·farm jobs and at least 18 to work in non· farm jobs declared hazardous by the Secretary of Labor. youths 14 and 16 years old may work outside school hours In various non-manufacturing, non· mlning, non·haz· ardous Jobs under the following conditions: No mOTe than • 3 hours on a school day or 18 hours In a school week; • 8 hours on a non-school day or 40 hours in a non-school week. Also, work may not begin before 7 a.m. or end after 7 p.m•• except from June 1 through labor Day, when evening hours are extended to 9 p.m. Different rules apply In agricultural employment. For more Information, visit the YouthRulesi Web site at www.youthrules.dol.gov. TIP CREDIT Employers of "tipped employees' must pay a cash wage of at least $2.13 per hour If they claim a tip credit against their minimum wage obligation. If an employee's tips combined with the employer's cash wage of at least $2.13 per hour do not equal the minimum houriy wage, the employer must make up the difference. Certain other conditions must also be met. ENFORCEM ENT The Department of Labor may recover back wages either administratively or through court action, for the employees that have been underpaid In violation of the law. Violations may result In civil or criminal action. CMI money penalties of up to S11 ,000 per violation may be assessed against employers who violate the youth employment provisions of the law and up to $1 ,100 per violation against employers who willfully or repeatedly violate the minimum wage or overtime pay provisions. This law prohibits discriminating against or discharging workers who file a complalnt or participate In any proceedings under the Act. ADDITIONAL INFORMATION • Certain occupations and establishments are exempt from the minimum wage andlor overtime pay provisions. • Special provisions apply to workers in American Samoa and the Commonwealth of the Northern Mariana Islands. • Some state laws provide greater employee protections; employers must comply with both. • The law requires employers to display this poster where employees can readily S&O it. • Employees under 20 years of age may be paid $4.25 per hour during their first 90 consecutive calendar days of employment with an employer. • Certain full·tlme students. sludenllearners, apprentices, and workers wIth disabilities may be paid l es& than the minimum wage under special certificates Issued by the Department of Labor. For additional information: 1-866-4-USWAGE WWW.WAGEHOUR.DOL.GOV (1-866-487 -9243) U.S. Department of Labor I TTY: 1-877-889-5627 Employment Standards Administration I Wage and Hour Division WHO P\b!icabon 1088 (Revised J\Jle 2007) F.... MSistMce in identifying and carrec:ting h&IZInds or complying with st.nd..cb is .--'bIe to ....ployer.. without dtIIion or penalty, through QSHA..supported consultation progr.ns In eeah. .. 1-800-321-OSHA www.05ha.gov u.s. DEPARTMENT OF LABOR EMPLOYMENT STANDARDS ADMINISTRATION Wage and Hour Division Washington, D.C. 20210 NOTICE EMPLOYEE POLYGRAPH PROTECTION ACT The Employee Polygraph Protection Act prohibits most private employers from using lie detector tests either for pre-employment screening or during the course of employment. PROHIBITIONS Employers are generally prohibited from requiring or requesting any employee or job applicant to take a lie detector test, and from discharging, disciplining, or discriminating against an employee or prospective employee for refusing to take a test or for exercising other rights under the Act. EXEMPTIONS· Federal, State and local governments are not affected by the law. Also, the law does not apply to tests given by the Federal Government to certain private individuals engaged in national security related activities. The Act permits polygraph (a kind of lie detector) tests to be administered in the private sector, subject to restrictions, to certain prospective employees of security service firms (armored car, alarm, and guard), and of pharmaceutical manufacturers, distributors and dispensers. The Act also permits polygraph testing, subject to restrictions, of certain employees of private firms who are reasonably suspected of involvement in a workplace incident (theft, embezzlement, etc.) that resulted in economic loss to the employer. EXAMINEE RIGHTS Where polygraph tests are permitted, they are subject to numerous strict standards concerning the conduct and length of the test. Examinees have a number of specific rights, including the right to a written notice before testing, the right to refuse or discontinue a test, and the right not to have test results disclosed to unauthorized persons. ENFORCEMENT The Secretary of Labor may bring court actions to restrain violations and assess civil penalties up to $10,000 against violators. Employees or job applicants may also bring their own court actions. ADDITIONAL INFORMATION Additional information may be obtained, and complaints of violations may be filed, at local offices of the Wage and Hour Division, which are listed in the telephone directory under U.S. Government, Department of Labor, Employment Standards Administration. THE LAW REQUIRES EMPLOYERS TO DISPLAY THIS POSTER WHERE EMPLOYEES AND JOB APPLICANTS CAN READILY SEE IT. "The law does not preempt any provision of any State or local law or any collective bargaining agreement which is more restrictive with respect to lie detector tests. U.S. DEPARTMENT OF LABOR EMPLOYMENT STANDARDS ADMINISTRATION Wage and Hour Division Washington, D.C. 20210 WH Publication 1462 September 1988 E~IPLOYEE RIGHT A.,\"D RESPO~SmlLITIE UNDER THE FAM1L Y AND MEDICAL LEAve ACT Basic Leave Entitlement Use of Leave FMLA requires cov~ed employers to provide up to 12 weeks of Wlpaicl job protected leave to eligtble employees for the following reasons : • For incapacity due to pregJIancy, prenatal medical care or child birth; • To care for the employee's child after birth. or placem~t for adoption or foster CMe; • To care for the employee ' s spouse, son or daughter, or parent. who has a serious health condition; or • For a serious health condition that makes the employee unable to perform the employee ' s job. An employee does not need to use this leave entitlement in one block. Leave can be taken intermittently or on a reduced leave schedule when medically necessary. Employees must make reasonable efforts to schedule leave for planned medical treatment so as not to unduly disrupt the employer's operations. Leave due to qualifying exig~cies may also be taken on an intermittent basis. Military Family Leave Entitlements Eligible employees with a spouse, son. daughter, or parent on ac.tive duty or call to active duty status in the National Guard or Reserves in support of a conting~cy operation may use their 12-week leave entitlement to address certain qualifying exigencies. Qualifying exigencies may include attending certain military events, arranging for alternative childcare, addressing c~in financial and legal arYlUlgements, attending certain counseling sessions, and attending post-deployment reintegration briefwgs. FMLA also includes a special leave entitlement that permits eligible employees to take up to 26 weeks of leave to care for a covered senricemember during a single 12-month period. A covered servicemember is a current member of the Armed Forces, including a member of the National Guard or Reserves, who has a serious injury or illness incurred in the line of duty on active duty that may render the servicemember medically unfit to perform his or her duties for which the servicemember is undergoing medical treatment, recuperation, or therapy; or is in outpatient status; or is on the temporary disability retired list. Substitution of Paid Leave for Unpaid Leave Employees may choose or employers may require use of accrued paid leave while taking FMLA leave. In order to use paid leave for FMLA leave, employees must comply with the employ~ ' s normal paid leave policies. Employee Responsibilities Employees must provide 30 days advance notice of the need to take FMLA leave when the need is foreseeable. When 30 days notice is not possible. the employee must provide notice as soon as practicable and generally must comply with an employer's normal call-in procedures. Employees wust provide sufficient information for the employer to determine if the leave may qualify for FMLA protection and the anticipated timing and duration of the leave . Sufficient information may include that the employee is ,wable to perform job functions , the family member is unable to perfonn daily activities. the need for hospitalization or continuing treatment by a health care provider, or circumstances supporting the need for military family leave. Employees also must inform the employer if the requested leave is for a reason for which FMLA leave was previously taken or certified. Employees also may be required to provide a cert.ification and periodic recertification supporting the need for leave. Employer Responsibilities Benefits and Protections During FMLA leave, the employer must maintain the employee ' s health coverage under any "group health plan" on the same terms as if the employee had continued to work . Upon return from FMLA leave. most employees must be restored to their original or equivalent positions with equivalent pay. benefits, and oth~ employment terms. Use of FMLA leave cannot result in the loss of any employment benefit that accrued prior to the start of an employee's leave. Eligibility Requil'fments Employees are eligible if they have worked for a covered employer for at least one year, for 1,250 hours over the previous 12 months, and if at least 50 employees are employed by the employer within 75 miles . Definition of Serious Health Condition A serious health condition is an illness, injury. impairment, or physical or mental condition that involves either an overnight stay in a medical care facility, or continuing treatment by a health care provider for a condition that either prevents the employee from performing the f'twctions of the employee's job, or prevents the qualified family member from participating in school or other daily acti.ities . Subject to certain conditions, the continuing treatment requirement may be met by a period of incapacity of more than 3 consecutive calendar days combined with at least two visits to a health care provider or one visit and a regimen of continuing treatment. or incapacil}' due to pregnancy, or incapacity due to a chronic condition. Other conditions may meet the definition of continuing treatment. FOI' 1-866 Covered employers must inform employees requesting leave whether they are eligible under FMLA. If they are, the notice must specify any additional information required as well as the employees' rights and responsibilities. If they are not eligible. the employer must provide a reason for the ineligibility. Covered employers must inform employees ifleave will be de~igJIated as FMLA-protected and the amount of leave counted against the employee's leave entitlement. If the employer determines that the leave is not FMLA protected, the employer must notify the employee. Unlawful Acts by Employers FMLA makes it unlawful for any employer 10: • Interfere wilh. restrain. or deny the ellercise of any right provided under FMLA ; • Discharge or discriminate against any person for opposing any practice made ,wlawful by FMLA or for involvement in any proceeding under or relating to FMLA. Enforcement An employee way file a complaint with the U .S. Department of Labor or way bring a private lawsuit against an employer. FMLA does not affect any Federal or State law prohibiting discrimination. or supersede any State or local law or collective bargaining agreement which provides greater family or medical leave rights. FMLA section 109 (29 U.S.c. § 2619) reqUires FMLA covered employers to post the text of this notice. Regulations 29 C.F.R. § 825.300(a) may reqUire additional disclosUl'es. Bdditionallnforml'ltion : S-WAGE (1 -866-1 87-9243) TIY 1-877-889-5627 WWW.WAGEHOUR.DOL.GOV U.S . Departmdlt of Labor I Employment Standards Adrnintsttatio.n , Wage and Hour Division HD REEMPLOVMENT RIGHTS HEALTH INSURANCE PROTECTION You have the right to be reemployed In your civilian job if you leave that job to perform service in the uniformed service and: '(.. If you leave your job to perform military service. you have the right to elect to continue your existing employer-based health plan coverage for you and your dependents for up to 24 months while In the military. i.¥ l.l Q ~ you ensure that your employer receives advance written or verbal notice of your service: you have five years or less of cumulative service in the uniformed services while with that particular employer: you return to work or apply for reemployment In a timely manner after conclusion of service: and you have not been separated from service with a disqualifying discharge or under other than honorable conditions . If you are eligible to be reemployed. you must be restored to the job and benefits you would have attained If you had not been absent due to military service or. in some cases. a comparable JOb. Even if you don't elect to continue coverage during your military service. you have the right to be reinstated in your emplOyer's health plan when you are reemployed. generally without any waiting periods or exclusions (e .g. pre-existing conditioo exclusions) except for service-coonected illnesses or injuries. ENFORCEMENT ,. RIGHT TO BE FRfE FROM DISCRIMINATION AND RETALIATION -A If you {\ are a past or present member of the uniformed service; have applied for membership in the uniformed service; or ". are obligated to serve In the uniformed service; ~ Q- " ¢ 'f', For assistance in filing a complaint or for any other Information on USERRA. contact VETS at 1-866-4-USA-DOL or viSit Its website at http://www.dol.gov/vets.Aninteractive online USERRA AdVisor can be viewed at http://www.dol.gov/etaws/userra.htm. If you file a complaint with VETS and VETS is unable to resolve It. you may request that your case be referred to the Department then an employer may not deny you t.1 The U.S. Department of Labor. Veterans Employment and Training Service (VETS) is authorized to investigate and resolve complaints of USERRA violations. of Justice or the Office of Special Counsel. as applicable. for representation. Initial employment: reemployment; retention In employment: promotion: or any benefit of employment (; You may also bypass the VETS process and bring a civil action against an employer for violations of USERRA. because of this status. In addition. an employer may not retaliate against anyone assisting in the enforcement of USERRA rights. Including testifying or making a statement in connection with a proceeding under USERRA. even if that person has no service connection. The rights listed here may vary depending on the circumstances. The text of this notice was prepared by VETS. and may be viewed OIl the Internet at this address: httpJiwww.dol.govlvetslprogramsluserreJposter.htm. Federal law requires employers to notify emplOyees 01 their rights urxler USERRA. and employers may meet this requirement trj dlsplaylrg the text of this notice wtlere they customarily place notices lor employees. U.S. Department of Labor 1-866-487-2365 u.s. Department of Justice Office of SpeCial COll1sel 1-800-336-4590 Publication Date-October 2008 STATE OF OHIO 2011 MINIMUM WAGE OHIO DEP..uU:\IE:\"T OF CO;-'DIERCE DIYISIO:\" OF l:"DL"STRIAl. COi\lPLlA:\"CE $; LABOR ITD ~ TRlCKL.\SD GO,·.rDOr KL\lBERLY .'" znu; Din('tor www.com.ohio.gov JVOJV-TIPPED EJlfPLOYEES A ~Iinimum Wage of $7.40 perilotll" '":'<on-Tipp.d Employ...·· includes any' employee who does 1101 engage in an occupanon in which he/she customarily and regularly receives more than t1urty doll;u-s ($30.00) per monlh lD tips from patroll> or others. "Employ.n" who gross \wder $271.000 .00 shall pay their employees no less than the current Fed.,at Mirumum wage rate.. "Employ..." under the age of 16 shall be paid no less than the currenl federal minimum wage rale . "Curr.nt f .deral Minimum Wag.-- IS $7.25 per hour. TIPPED EllfPLOYEES A IVIinimum Wage of $3.70 per hour PLUS TIPS "Tipped Employ","," includes auy employee who engages in an occupalion in which he!she C\l~lonruily aud regularly reCelves Illore lhan !Iully doUars (S30.00) per Illonth in tips from patrons or olbers. The 1l~ are prowll If wdicaled by the employee 's <kelaration for Ibe pu!p05eS of the fe<kralmsurance contribution ac!. Including when ti~ are added 10 the employee 's wage. bis/her hourly pay cannol be 1('5.' th.m the regular Illmimultl wage of S7.40 prescribed by law. ~Iow is a partial summary' of tb. r<'quir.m.nt' and ",.mptions for minimum and oHrlime wages. P.,,,ons ,bould refer to Obio R ..i"d Code Cbapter 4111 and tbe f..doral fair Labor Standards Act of 1938, as amended, for 'pecific r.quirements applicable to tbem. for furtber information about minimum wage issues, plea" contact: Tbe Ohio Dep.rtment of Commerce, Division of Indu,trial Compliance "" Labor, 6606 Tu~sillg Road, Reynold,burg, Obio 43068. Pbone: (614) 644-2239. TTYfIDD: 1-800-7S0-0750. O\'ERIDIE HA:'<DICAPPED RAIT I . An employer sh411 pay an employee for overume at a wage r.lle of one To prevel1l Ibe cl.ll1ailmem ofopportunines for employwem and a,'oid \wdue b.1fdship 10 indi~iduals wh"", earning capacity is affected or impaired by pbysical or lUental <kficiencies or w)uries, a sub-minimum wage rnay be pale!, a~ pro\ided in the rules and regulations set fOllh by the DireClor of the Otuo Department ofCo~rce . and ooe·balf tim", the employe" s wage rate for bours In exce!iS of forty bours in one work week. exCepl for employers grO!iSwg I." Ihan 5150,000 per year. 2. HospItals and Nursing Homes are perrni"ed nme and one· half in e~cess of eIghty bours III a IWO week period and also in e.xces. of eighl hours a day. PER.'Ul''Ei'iT RECORDS TO BE KEPT BY THE EMPLo\'ER I. E<lch employer shall keep perrnanem record, for alleasllhree vears. available for copywg and inspe<non by Ibe DireclOr of the Ohio Departmenl of Commerce. showing the foUO\'ing infonnation concerning each employee: A. Name B. Address C. Ocrupation D. Rate of Pay E. AmolWI paid each pay period F. Hours worked each day aud eaell work week 2. The fe<:ords llI4y be opened for inspe<non or copying at auy r=onable rune and no e!Dployer shall bin~r or ~Iay the Director of the OblO Departmenl of CODllIlerce in the perform.1Dce of these duties. I:\'D",DUALS EXDIPT FROM ~ID'IlIIUl\f W-\GE 1. Any indi,~dl1a1 employed by !he Uniled States : 2. Any indi,.ictual employed as a bab\'·,i"er m Ihe employer's home . or a !ive'lD companion 10 a sick. convalescing. or elderly person whose prinClpal duties do nol indude housekeeping: 3. Any indi\idual =ployed as au omside salesman cOlUpensared by conullIssiollS or in a bona fide executive. adminisrranve. or profe"Sloual capacilY. or compmer professlOll>Ils. 4. Any indl\iclual who vollulleers 10 perfonn s.",ce~ for a public agency wtuch is a Stale. a political subdi,ision ofa Slate . or au wlers1ale govemmem agency, if (i) Ihe indIvidual receives no compensanOl1 or l> paid expenses. reasonable benefits. or a nominal fee 10 perfOItD the services for which Ihe individl.lI volunteered; and (u) such sen.ices are nOI the same type of services which Ille tndindual is employed 10 perform for sucb public agellcy 5. Any indlvictual who works or prowles personal services of a charitable nature lU a hospital or health instimtion for wtuch compensation is nol soughl or conrelllplatee!, 6. Any iodl,iclual in the employ of a carup or recreational area for children under eighleen years of age and owned aud operaled by a non'profil organization or group of organizalions 7. Employees of a soldy family o"ned and operated buswess who are family members of au O\mer. POST IN A CONSPICUOUS PLACE Ohio I Department of Commerce An Eqlla l Oppommlty Emp10yer and Servl(t Provide-f (REv. 09/30110) Know You, Rights e G. Mi~C'1 PaytClG EQlJAL EMPLOYMENT OPPORTUNITY Is THE LAw The Ohio Civil Rights Act protrcts "ppii(unts IIl1d n"Pj?y~" C!.f prit1ak ntJpll!.yelJ, sIt/if, (OlIIlt! ",lil ;o(a!,~ot'rn:mt'll/J, ulllfdtiona/ inJliiNIiOIlJ, 1.1I1or (Jrgt1l1i~~"II'IW~ ("'/,/~yD1O/t agtndt... and JlfrJom:ti p/tlClIJIOJI ,ir'n:imj;'om Imi(JlJ:1l,i di.immill"lofJ: ~mp/o)'mt:n/ Pnlf·!iCU. Race and Color Sex and Pregnancy Ohio law prohibits discnminaton on the basis ot race or colDr In hlring, promotion, tenure, discharge, pay, /Tinge benefits, job Cralning, classification, referral, terms, conditions and privileges of employment , Or any other matter directly or indirectly related to employment. Ohio law prohibits discrimination on the basis of sex or preglfancy in hiring. promotion, tenure, discharge, pay , In addition, any tacially neutral employmenC policy or practice that results In a discriminatory impact on the basis 01 race or color is a prohibited form of discriminaCkln unless such policy or practice is job-related and based upon business necessity. In addi~on. women affected by pregnancy, childbirth or related medical condition must be afforded leave for a reasonable period of time and may not be discharged under a policy prOViding insuffiCient or no leave. NationaI Origin and Ancestry Ohio law prohibits discrimlnalion on the basis of nat/onal origin or .nc8stry in hiring, promotion, tenure, discharge, pay, fringe benefits, job training, classification, referral, terms , condiCions and privileges of employment, or any other matter directly or indirectly related to employment. In addition. any policy or practice limiting or prohibiting the use of any language in the workplace is a prohibited form of discrimination unless such limitaClon or prohibition is job -related and based upon business necessity. Milituy Status Ohkllaw prohibits disaitninaUon on the basis of military s~tUI in hiring, promotion, tenure, discharge, pay, fringe benefits, job training. classification. referral. terms, condi~ons and privileges of employment, or any other matter directly or indirectly related Co employment. In addition. employees who leave employment to perform military service. which includes the performance of duty, on a voluntary or involuntary baSis, in a uniformed seNiea, under competent auChority. must be reemplo~ed upon conclusion of such service Harassment fringe benefits, job training, claSSification. referral. terms. eonOltlons and privileges of employ men\. or any other malter directly or indireclly related to employment. Disability Ohio law prohibits discrimina~on on the basis of disability in hiring. promotion. tenure, discharge, pay, fringe benefits. job training. classification. referral, terms, conditions and privileges of employment, or any other matter directiy or indirecUy related to employment. In addition, epplicants and employees must be provided With a reasonable accommodation for their dlsabHlties. except when the accommodation imposes an undue hards~ip. ~ Ohio law prohibits discrimination against persons 40 yean of lit/lor older on the basis of agll in hiring, promotion, tenure, discharge, pay, fringe benefits , lob training, claSSification, referral, terms, conditions and privileges of employment, or any other matter directly or indirectly relaced to employment Religion Ohio law prohibits discrimination on the basis of reI/ilion in hiring, promolion, tenure, discharge, p<ly, fringe benefits, job Iraining. classification, referral. terms. conditions and privileges of employment. or any other matter directly or indirec~y related to employment. Ohio law prOhibits harassment In the workplace on any basis set fonh herein, which includes the creation of a racially or ~e"uaHy hostile work en~ironmanl. verbally or physically abUSive treatment, and requiring submission to sexual advances as a condition of employment, continued employment or promotion . In addition, applicclflts and employees musC be provided with <II reasonable acoommodation for religIOus beliefs and practiCes. except when the accommodaCion imposes an undue hardShip. In additIOn, all reasonable steps should be taken to prevent and promptly correct harassment in the workplace, whlCtl includes the establishment of a policy against harassment and a procedure for receIVing, inllestigating and remedying complaints of workplace Ohio law prohibits retaliation against any person because thaI person has opposed any unlawful discriminarory practice, or because that person has made a charge, testified. assisted or participated in any manner in any investigation, proceeding or hearing. hara~5ment. Retiliation L'1FORCEMENT The Ohio Civil Rights Commission (OCRC) investigates oomplaints of discrimination and harassment in employment. Complaints must be filed with the OCRC wlltlin six months of ttle last act of discrimination or harassment. For aSSistance in filing a complaint. or for <lny other Information on the Civil Rights Act. please call 1·888·278. 7101 or (e14) 752·2391 (TTY), or visit our website at ere.ohiD.gov :; .!lIor ~"" . ", ."11.·.· ) .: Of ~"'r.< J SJ) 1'$4l STATE OF OHIO MINOR LABOR LAWS OIDO DEPARTMENT OF COMMERCE DIVISION OF LABOR & WORKER SAFETY KIMBERLYA.ZURZ Director www.com.state.oh.us OHIO REVISED CODE CHAPTER 4109* "M/NOR" MEANS ANY PERSON LESS THAN 18 YEARS OF AGE WORKING PERMITS: Enl")' minor U IIlroap 17 yea... ofag. m.st un. worJdn; pormi11l1l1H' olb.nriw shl..! in ChapIn 4109. WAGE AGR£EYI.NT: No aaployf'f' ~hd gin aapJoymf'a. to a miaor witboa' ar;rffiD& wi"- aimJlM.r IS to thf' wa," orcompensatioa hf'lsbf' sJiaU rKHvf lor uc~ day, Wf'fk, moD~ Yf'ar or ptr piKr (or wortptrformf'd. REST PERIOD: No f'lIlployn shaD flllploy a miaor mort' rh:I. 5 COII!IKatin hoars withotl' 3 rut IN'riod of at 1f'&S' j(J min.tn. UST OF MINORS EMPWYED: Employor slu.JJ bop. IisloCmino.......ploy..! alnrh ....bIishm..I ..d a Iisl musl b< posl"! ill • <a_spir.ous pbr< 10 wbirb an mino . .mploy... han arceu. TIME RECORDS: E"uromploy.. sbaD bop a tim. bookoroth.r writt._ rrcord showing artual,tuting .Dd stoppiJog limo oC..rk work ..d rffi p..-iod. Tkos< r«ords musl b< bpt Cor toro (2)y...... RESTRICTIONS ON WORKING HOURS FOR MINORS 14 and 15 YEARS OF AGE No ........ UIldn 16 sh1JI b••mploy..!: I. DuriDgsrhool ko .... n«pl wIl.r. sprciJiraUy ponni"..! by Cluptrr 4109 2. Bdo", , a.m. or aflrr 9 p.m. from: JUt 1- to Stptmlber 1- or dariDg :liD)' school holiday ol~ "11001 clays or mort'; oraftu7 p.m. at .ayothf'-I' rimt 3. For 1D0rt'. titan 31toun II day i.D ••y St 11001 day 4. For mcrrr tIlaalB koun ia :lay school WH-k 5. For mo",~aa Bhoun in aay day Wk"D Kkool is Dot ia Sf'UiOD 6. For "01'1' thaa.JO kOW1 ia any wHk that school is Dot ill Sf'WoD Dor daring Kkool koan, u.nJr.s:s "m.ploym"at is meld"a'al to boJUI fidt prognms ohOC1lrioul coo~ntin t'r'ai:D..iDg, work-lrady, orotMrwork-orieatf1l procnlD.S witJa Ibt pwpOSf of edDcating shldtats.aad th" prognm m"tts stDdarcb mablishf1l by tit" stat" board. of C'1IDC:l.riOIL RESTRICTIONS ON WORKING HOURS FOR MINORS 16 and 17 YEARS OF AGE No po...o. 160r J7 who is ...quind to an..d srkool sbD b....ploy..!: 1. B"lon 7 a.m. oa :lay day thar stkool is in snsioD or 6 a.lD. iftkt p"noa ....I1.S aot ""ploy"d aftn 8 p .... tilt p""io.u Digkt 2.Aftu 11 p.m. oa ilDy n.igkt prKediAg 3 d.y tIl.. t sdliool is in ses-uoa. PROHIBITED OCCUPATIONS FOR MINORS UNDER 16 YEARS OF AGE I. AU ID,aDmctaring; Dlini.g; processing; pablic m"ut~n stni« 2. Work iD. fr'eeurs a.d DI".• t cooltrs a.d all p~pararioD oflDeats fOI" sak (e:xc"pt wrappiag, snlillg, b~tiac. w"~g, pricing aad stocking) 3. TnnspomtioD; storae"; ("ommaBintioas; publie RtiI:itit-s; COll3fn1CtiOD; np,air 4. ·Work m boiler or ".gmt roODlS; mamt"•••Cf' or np.ir of madamay S. Outside ..n.d.ow waslliac from. wi.adow siBs or scaff'oldiDg aaellor bidden 6. Cookiag :lad bakia~ opuariag. s"ttin.c apt adjustiD.c, clnl1in.;:. omag or rtpairiDg pow"r-dm'"a food slie".$, ~d"n., food ckopp"rs, cuHf':rs,. baury typt miul's 7. Loading or anJoadia~ goods to aad from trac:u B. All wanhoRn work nc.tpt oflkt ..d clerital ,. Worlt io ......ectioo wid! un aDd tnrb io"""iDe rk< DS< oCpin, r:ocks orliftiog appontus or im-.lvOo& do. i.!Iatio. oC uy tiro motmt..! 0 ....... rquipprcI wW:Io a mDonbio rew-.g .... ~. PROHIBITED OCCUPATIONS FOR MINORS 14 through 17 YEARS OF AGE 1. <X-capaboa.s iD\·ohiD.g sla8&ht"riq. mut-pacmC. procn.ri.Dg or rtackri_g 2. POWfT-driveD baury mac.hiDf'S 3. Orropalions in,·ol\·..! in til..... ubrture .Cbrick, tiIo a.d kiud...d prodDrn 4. Ckc.patious myo)v"d in th"lIUIao..facturt of ch,.IDials S.lhD..f.c"ring or Rong,. occupatioas i.a\'otving nplos.ins 6. OccapaDous in"oking apoSIIT,. to ndioamv,. sllbstaDC"tS ..d to ioniz:iAg ndiarious 7. Power-drh·.. paprrprod.rts marhin.. 8. Pown-drin. m.tol Cormla~. pUllrhing ••d shu""g DLlchiD.. 9. Ocnpations ia'\'okf1l. rft opt!ntioD ofpower-driVt'D cirt-ular U"fI'S. b••d saM 3.d piDotin,. ,hun 10. Pcnur -driveD woodworking mxhiDf'S IJ. C••I mi.... 12. O«.patiolls i. cOD.BKtioa .....ith mining, oth,.r ~a. r031 13. Lo""" .Dd ....... ilIiDg U. Molor ,-.hK1r o«ap.tio." IS , Ma~ a.d 10agshor"Dlaa o("("11paboll3 16.R.tilr.. cls 17. Enavarioa O~r.ltiOIiS 18. Pow..·tIm....d koisting appantos 19. Roofillc operations 20. WrorkiDg, d.molitio•• aDd skipbrnking. MINORS UNDER 16 YEARS OF AGE MAY NOT ENGAGE IN DOOR-TO-DOOR EMPLOYMENT UNLESS lbCor-pro&t rmpJoynis REGISTIREDwidt til. Ohio D<pa""'...t.CCom........ DOOR.TQ.DOOR SAllS EMPLOYERS SHALL: 1. B,. iD. comptiann 1rit.h d appticable Ohio .ad f f1Itnlllaws rtbtiag to 1\,. ~lIIplaym"D. of miIIon 2. Prom,. allHst sup,.nisor wko is Ol',.r th,. ag,. of ~ighIHa, for n.ck six m.i.aor tmplOYffl 3. Han bftD aad be i.D. compliaac,. with Okio's Motor V,.lUdf' fiAandal Rnponsibilit)". " 'orkf'r'$' Comp,.DSltioa, URftIlPloym"Dr Compus.riOIL, ..ad all otkf'f"appticablf' b1f1 -I, Rf1l.ir,. all Dimon to work 3t leas1 in pain S. Not f':DlploJ a.y lIliaor wJ.o dOf.5 aot kIT,. a.appropria". Agt aad Schooling C,.r1ifjar,. 6. Provide n.ch miAor ,.mploYH wid•• photo ideati&atioR card. 7. Not f'mploy any m..iaor in aDY door·ro..door nln activity daring school houn ncept .....b,..rf sp«ifkaDy ~rmitt,.d 8. Not employ !D.iaon .ndu 16 in door-Io-door saIn acmity ~fon 7 a.m. or dIU 7 p.m. 9. Not ,.mpJoy IDinOrs 16aad 17 yun of ac,. ia door-to-door sail'S activity botfo", 7 a.lII. or aft,.r8 p.m, 0.,. "'FOI' Exceptions to COVl'ugl' See Chaptl'" 4109.06 This is a summary of ORC 4109. This summary does not include aU of the "I'quinml'nts fo,' minor labor laws. PI'l'sons should "efer to 4109 for specific "l'quiJ"l'ml'nts applicable to them. This info,·mation can be accessed thl"Ough the Ohio Deputml'nt of Commerce \Veb site at www.com.state.oh.us. POST IN A CONSPICUOUS PLACE For furtber infonnation about Minor Labor issofS, plus. contxt: 1be Ohio Depanment of CoOllllefce. DIvision of Labor & \VorUr Safety. n S. High Stree~ 22nd Floor. Columbus, Obio 432IS. pbone : (614) 644-2239. TIT!TOn: I-S()()'7S0-0750. An Equal Oppommity Employer :md SeJvice PrOvider (REli. 011291(7) NOTICE TO EMPLOYEES THIS EMPLOYER PROVIDES UNEMPLOYMENT COMPENSATION COVERAGE FOR EMPLOYEES Employees who become unemployed (or are working less than full time) may be eligible for unemployment compensation benefits. Apply by phone at 1-877-644-6562 (OHIOJOB) or online at http://unemployment.ohio.goY Be prepared to provide the following information when applying: • Social Security number • Driver license or State 10 number • Names, social security numbers, and dates o'f birth of all dependent children • Employer's identification notice (pay stubs or W2 form) • Name and address of all other employers for whom work was performed during the past 18 months APPLY FOR WORK ATYOUR NEAREST ONE STOP EMPLOYMENT ANDTRAINING CENTER To<! SUlekland Cov~roor ' Oh 10 Der rtma"! 01 Jol, and I- llt1ll lV Spr'Vfcec:; JFS 553<1 1 (R4!'\I 2120091 Douglas E. Lumpkin Director To report violations call 866-559-0HIO (6446) in accordance with Chapter 3794 of the Ohio Revised Code.