Chillicothe Labor and Employment Attorney

Chillicothe Labor and Employment Attorney

Sometimes, it seems, it is the employers within workplace environments who have the upper hand. They are in charge of hiring and firing, and they can be quite intimidating. Fortunately, there are many federal and state laws that protect employees in Chillicothe. The laws dictate the wages employees must earn, and protect them from wrongful terminations and sexual harassment, among other things. The employment laws that cover Ohio employees are many, but they are also complex. If you think your rights have been violated, you should speak to a Chillicothe labor and employment attorney.

Wage and Hour Laws

Like many states, Ohio outlines its own minimum wage each year. Both tipped and non-tipped workers must earn the minimum wage outlined by the state. Employers may deduct certain items from an employee’s paycheck, such as tax deductions and perhaps even items such as a work uniform. However, if those deductions would mean the employee earned less than minimum wage, they are illegal.

The overtime law in Ohio largely mirrors the Fair Labor Standards Act (FLSA), which is federal law. Both sets of laws stipulate that when any employee works more than 40 hours in one week, they are entitled to overtime pay. That overtime pay must be one-and-a-half times their regular pay rate. Some employees in Ohio, such as many salaried employees, are exempt from this law. Sometimes, employers will misclassify their employees as independent contractors to avoid paying them fair overtime pay.

Wrongful Termination in Chillicothe

Ohio is an at-will state, which means that employers can fire employees for any reason and without notice. The reason does not have to be fair or just, but most of the time, it is still considered legal. Still, there are times when employees illegally fire their employees. Employers are not allowed to discriminate against certain employees, under Title VII of the Civil Rights Act of 1964. If an employee is part of a protected class and is fired based on those personal characteristics, they can file a lawsuit against their employer for wrongful termination.

Sexual Harassment

Unfortunately, sexual harassment in the workplace is still far too prevalent. Sexual harassment is considered either “quid pro quo” or behavior that creates a hostile work environment. Quid pro quo is a Latin phrase that literally means, “what for what,” or an exchange of something of value. In the workplace, a boss may promise a worker a promotion if they go on a date with them. When sexual harassment creates a hostile work environment, it means the behavior is so pervasive that it interferes with the employee’s ability to perform their employment duties.

Our Labor and Employment Attorney in Chillicothe Can Advise on Your Case

While the above issues are very common in the workplace, there are many others, as well. If your employer has not upheld your rights, our Chillicothe labor and employment attorney at Marshall Forman & Schlein LLC, can help with your case. Call us today or fill out our online form to schedule a consultation and to learn more about how we can help.

Client Testimonials

Do You Have A Question? Contact Us Today

  • This field is for validation purposes and should be left unchanged.

Attorney Advertising. This information is designed for general information only. The information presented should not be construed to be formal legal advice nor the formation of a lawyer/client relationship. Past results and testimonials are not a guarantee, warranty, or prediction of the outcome of your case, and should not be construed as such. Past results cannot guarantee future performance. Any result in a single case is not meant to create an expectation of similar results in future matters because each case involves many different factors, therefore, results will differ on a case-by-case basis. By providing contact information, users acknowledge and give explicit consent to be contacted via the methods of communication provided, including SMS. Message and data rates may apply. Message frequency may vary. Reply STOP to opt out.