Home Page Hot Legal Issues Lawsuit: Ohio Employment Law
Ohio Employment Labor Law, Overtime
Were you looking for Ohio Wrongful Termination lawsuits?
Ohio Employment Law Ohio labor and employment law lawsuits allege violations of Ohio labor laws including wage and hour violations. The rights of employees in Ohio are protected by a number of laws including prevailing wage laws and minimum wage laws, the Fair Labor Standards Act (FLSA) and the Occupational Safety and Health Act (OSHA). Possible violations of Ohio employment law include wrongful termination, failure to pay minimum wage and misclassification.
Wage and Hour Lawsuits
Ohio wage and hour provisions are covered by the Fair Labor Standards Act. Lawsuits claiming employers violate wage and hour laws attempt to recover wages owed to employees who allege they were not paid enough for the work they performed, either during regular work hours or during overtime. Sometimes, the employer misclassifies employees as independent contractors to avoid paying workers minimum wage or benefits.
Some Ohio employers misclassify employees as exempt from overtime pay to avoid paying them overtime wages, meaning employees are not paid as much as they should be. Ohio employees are owed one-and-one-half times the regular rate of pay when their hours worked exceed 40 hours in a week.
Ohio Overtime Misclassification
Employees who are exempt from overtime pay must spend more than 50 percent of their time involved in managerial, administrative, professional or outside sales activities. If less than 50 percent of an employee's time is spent in those duties, the employee should be eligible for overtime pay.
Ohio minimum wage and overtime laws cover employees across the state, including but not limited to, Toledo, Cleveland, Akron, Youngstown, Canton, Sandusky and Columbus.
Ohio Minimum Wage and Overtime Pay Laws
Ohio minimum wage is set at $8.10 an hour for non-tipped employees and $4.05 an hour plus tips for tipped employees. Individuals whose earning capacity is affected by physical or mental impairments or injuries may be permitted to work for less than the set minimum wage. Employers who gross less than $297,000 per year must pay their employees no less than $7.25 an hour.
Employers who make more than $150,000.00 per year must pay overtime at one and one-half the employee's hourly rate when the employee works more than 40 hours in a week. Employers who gross less than $150,000.00 are not required to pay overtime for more than 40 hours in a week.
Ohio's prevailing wage law requires public authorities to pay the locally prevailing rate of wages to workers on construction projects commissioned by public authorities. The prevailing rate of wages must be paid for any new construction with a total estimated project cost of more than $73,891.00. Furthermore, any reconstruction, alteration, repair or renovation of any public improvement, with a total project cost of more than $22,166.00 is covered by the prevailing wage law.
Ohio Prevailing Wage Act
Ohio is an "employment at will" state. As such, at-will employees can be terminated for any reason. The only exception is for employees who are covered by a contract or union agreement governing the terms of employment. Employees who are covered by an employment contract can usually only be terminated for the reasons set out in the contract. In Ohio, this extends to contracts that are implied. At-will employment also protects the employee's right to resign.
At Will Employment
Unlawful terminations violate legal protections, including discrimination or harassment, whistleblower protections, absence to serve on a jury, retaliation for asserting legal rights or violations of employment or union contracts. Employees who have been wrongfully discharged may be able to file a lawsuit for breach of contract.
The Fair Labor Standards Act is a federal law regarding employee wages and hours worked, including overtime hours and wages. Under the FLSA, some workers can be exempted from overtime pay. However, those workers must fit the criteria the FLSA sets out for exemption. Ohio's laws also apply to employment subject to the FLSA. In cases where both the FLSA and state law apply, the law setting the higher standards must be observed.
The Fair Labor Standards Act (FLSA)
More information on how the Fair Labor Standards Act applies to overtime can be found here.
The Family Medical Leave Act (FMLA) is a federal act that requires covered employers to provide up to 12 weeks of unpaid leave to eligible employees for the following reasons: birth and care of the employee's newborn child; care for a child after adoption or foster care placement; care for the employee's spouse, child or parent with a serious health condition; or for a serious health condition that affects the employee's ability to work.
Family Medical Leave Act (FMLA)
Employees are eligible for FMLA coverage if they have worked for a covered employer for at least one year, for 1,250 hours over the previous 12 months (not necessarily consecutive months) and if a minimum of 50 employees are employed by the same employer within 75 miles.
Covered employers are those who employ more than 50 employees within 75 miles of the worksite and have at least 50 employees who work 20 or more work-weeks in the current calendar year or the previous calendar year. Public agencies are covered by the FMLA regardless of the number of employees.
The Occupational Safety and Health Act is a federal law enacted to ensure that employees work in an environment that is free from recognized hazards. It is part of the United States Code, Title 29, Chapter 15.
Occupational Safety and Health Act (OSHA)
Federal laws also protect employees from sexual harassment and discrimination, including race, age, disability and pregnancy discrimination.
Employees who feel their rights have been violated may have the opportunity to bring their complaint before the courts.
Ohio Employment Legal HelpIf you or a loved one has suffered damages in this case, please click the link below and your complaint will be sent to a lawyer who may evaluate your claim at no cost or obligation.
Last updated on
OHIO EMPLOYMENT LAW LEGAL ARTICLES AND INTERVIEWS
Ohio Employment Lawsuit Seeks Class Action Status
Wooster, OH: An Ohio Employment lawsuit, proposed as a class action, was filed at the beginning of the year against an employer in the manufacturing industry. Various allegations against federal law and Ohio Labor and Employment Law statutes have been made, within the context of donning and doffing, and going unpaid for tasks mandated by the employer [READ MORE]
Ohio Employment Lawsuit Accuses Televangelist of Stiffing Employees
Professor Denied Tenure Launches Ohio Employment Lawsuits
MORE OHIO EMPLOYMENT LAW LEGAL NEWS
READ MORE [ Employment Settlements and Legal News ]
For one week I worked 48.25 hours. When my paycheck showed up I was only paid for 1.75 hours overtime because 7.5 hours were holiday pay and was paid double time. My payroll department states that why would they pay me overtime and holiday pay that is why they deducted the time out of hours worked and only paid me a little overtime. Is this correct? When I questioned this my payroll department gave me an answer with an attitude that I was trying to rip them off.
I work for a company that was in a class action law suit over wages and I was never contacted about it . Do I have a rite to that suit even if I was no longer there at that time, or if it is already closed or settled.
I work as a Site Supervisor (hourly pay rate of $13.00, my Time in a Half is 19.50) My branch office has been paying me less then my $13/hr if its regular hours, or pay me my OT rate of $19.50 when it puts me into OT pay, when I do my required duty and cover a normal guards shift they pay me $10.50, or some random OT rate that doesn't factor out correctly. They claim that since they can only bill the client the rate of the shift that is worked, they do not have to cover the difference for my set regular, or OT rate for being the Site Supervisor, even though it is a requirement of my job position to cover shifts. I do not see how this is legal.
I worked a prevailing wage job for 2 yrs but i was not recieving prevailing wages.i was told it wasnt a prevailing wage job even though i know the historical soociety funded the project. I feel my old boss owes me alot of wages . Let me know what you think. The building i was plumbing was the wick building youngstown ohio. The NYO group ran the project with huge grants giving to keep it historical .
Im Unemployed with seal tech my boss keep shaving hours every week off or pay we worked on the Ohio Turnpike and didn't get paid what we should have got paid on top of that he cheated me out of 12 hours over time i have worked all holidays except for Christmas and Thanksgiving the last few years and never got paid time and a half or double time i need some legal help i live in Cleveland Ohio im a good employee i work really hard for this company if i keep working like this ill never have any thing in life im loosing sleep over this please if some one understands pleas help me thanks for reading my story.
I bid on a Nursing job within the hospital I worked for and a few weeks later I was offered the job. I asked what the wage was and I was told it was $28.50 an hour. I said that was a significance wage increase and asked if she was sure that was what the job paid she replied she was looking at the paper and repeated the amount of $28.50 and hour to me. I then accepted the job, and immediately told my wife she could retire. After working the new job for almost 4 months I was called into my manager's office and was told there had been a mistake and they were going to reduce my wage by almost $3.50 an hour.
Can my mutually agreed upon wage be reduced like that after my wife and I made life changing decisions based upon that wage agreement? What recourse if any do I have?
Can it be considered overtime hours if i have not yet reached my 40 hours in a 40 work week ? For example, my work week starts on a Saturday, Saturday I work 10 hours, on Monday I worked 9 hours, I was off on Tuesday on Wednesday I was sent home early because they said I had three hours and nine minutes of overtime, I was off on Thursday because of Thanksgiving holiday, now on Friday I will not get in my eight hours to reach my 40 hour work week because they took the three hours away from me on Wednesday because they claimed it was over time now I am NOT getting my 40 hours this week. can those three hours be considered overtime If I have not yet reached my 40 hours in a work week. is it considered overtime if you work extra hours before you get your 40 hours? or is over time defined as anything worked over 40 hours in a 40 hour work week. So my question is it considered overtime if I work extra hours during the week before I get my 40 hours or is over time defined as anything worked over 40 hours in a 40 hour work week ?
My brother worked at a job part time and he had been there for some time, then found another job but the guy needed him to start before 2 weeks, so my brother put in that this would be his last week, the employer owes him his last two weeks he worked, how long does that employer have to pay him his 355.00 check?
The employer sent him a text saying that he will put the check in the mail when he has a opportunity. Is this for real? Is this right? Legally he cant hold his money, no employer can.
What can he do?
Thanks concerned sister
My employer is withholding my last paycheck because his “personal” computer crashed and all his files are gone. He told me if I get them back I can have my check. I need help with this.
No job, falsely terminated, threatened.
ADD YOUR COMMENT ON THIS ISSUE