JFS (Rev. 3/2008)

Transcripción

1 Ohio Department of Job and Family Services CIVIL RIGHTS POSTERS FOR EMPLOYERS JFS (Rev. 3/2008) Package contains one copy of the following: EQUAL EMPLOYMENT OPPORTUNITY IS THE LAW (English and Spanish) YOUR RIGHTS UNDER THE FAIR LABOR STANDARDS ACT FEDERAL MINIMUM WAGE YOU HAVE THE RIGHT TO A SAFE AND HEALTHFUL WORKPLACE. IT S THE LAW (English and Spanish) NOTICE EMPLOYEE POLYGRAPH PROTECTION ACT (English and Spanish, two pages) YOUR RIGHTS UNDER THE FAMILY AND MEDICAL LEAVE ACT OF 1993 (English and Spanish) YOUR RIGHTS UNDER USERRA OHIO FAIR EMPLOYMENT PRACTICE LAW STATE OF OHIO MINIMUM WAGE STATE OF OHIO MINOR LABOR LAWS NOTICE TO EMPLOYEES This employer provides Unemployment Compensation Coverage for Employees JFS (Rev. 1/2007) (This poster is not required to be posted) NO SMOKING

2 Equal Employment Opportunity is THE LAW Employers Holding Federal Contracts or Subcontracts Applicants to and employees of companies with a Federal government contract or subcontract are protected under the following Federal authorities: RACE, COLOR, RELIGION, SEX, NATIONAL ORIGIN Executive Order 11246, as amended, prohibits job discrimination on the basis of race, color, religion, sex or national origin, and requires affirmative action to ensure equality of opportunity in all aspects of employment. INDIVIDUALS WITH DISABILITIES Section 503 of the Rehabilitation Act of 1973, as amended, prohibits job discrimination because of disability and requires affirmative action to employ and advance in employment qualified individuals with disabilities who, with reasonable accommodation, can perform the essential functions of a job. VIETNAM ERA, SPECIAL DISABLED, RECENTLY SEPARATED, AND OTHER PROTECTED VETERANS 38 U.S.C of the Vietnam Era Veterans Readjustment Assistance Act of 1974, as amended, prohibits job discrimination and requires affirmative action to employ and advance in employment qualified Vietnam era veterans, qualified special disabled veterans, recently separated veterans, and other protected veterans. Any person who believes a contractor has violated its nondiscrimination or affirmative action obligations under the authorities above should contact immediately: The Office of Federal Contract Compliance Programs (OFCCP), Employment Standards Administration, U.S. Department of Labor, 200 Constitution Avenue, N.W., Washington, D.C or call (202) , or an OFCCP regional or district office, listed in most telephone directories under U.S. Government, Department of Labor. Private Employment, State and Local Governments, Educational Institutions Applicants to and employees of most private employers, state and local governments, educational institutions, employment agencies and labor organizations are protected under the following Federal laws: RACE, COLOR, RELIGION, SEX, NATIONAL ORIGIN Title VII of the Civil Rights Act of 1964, as amended, prohibits discrimination in hiring, promotion, discharge, pay, fringe benefits, job training, classification, referral, and other aspects of employment, on the basis of race, color, religion, sex or national origin. DISABILITY The Americans with Disabilities Act of 1990, as amended, protects qualified applicants and employees with disabilities from discrimination in hiring, promotion, discharge, pay, job training, fringe benefits, classification, referral, and other aspects of employment on the basis of disability. The law also requires that covered entities provide qualified applicants and employees with disabilities with reasonable accommodations that do not impose undue hardship. AGE The Age Discrimination in Employment Act of 1967, as amended, protects applicants and employees 40 years of age or older from discrimination on the basis of age in hiring, promotion, discharge, compensation, terms, conditions or privileges of employment. SEX (WAGES) In addition to sex discrimination prohibited by Title VII of the Civil Rights Act of 1964, as amended (see above), the Equal Pay Act of 1963, as amended, prohibits sex discrimination in payment of wages to women and men performing substantially equal work in the same establishment. Retaliation against a person who files a charge of discrimination, participates in an investigation, or opposes an unlawful employment practice is prohibited by all of these Federal laws. If you believe that you have been discriminated against under any of the above laws, you should contact immediately: The U.S. Equal Employment Opportunity Commission (EEOC), 1801 L Street, N.W., Washington, D.C or an EEOC field office by calling toll free (800) For individuals with hearing impairments, EEOC s toll free TDD number is (800) Programs or Activities Receiving Federal Financial Assistance RACE, COLOR, RELIGION, NATIONAL ORIGIN, SEX In addition to the protection of Title VII of the Civil Rights Act of 1964, as amended, Title VI of the Civil Rights Act prohibits discrimination on the basis of race, color or national origin in programs or activities receiving Federal financial assistance. Employment discrimination is covered by Title VI if the primary objective of the financial assistance is provision of employment, or where employment discrimination causes or may cause discrimination in providing services under such programs. Title IX of the Education Amendments of 1972 prohibits employment discrimination on the basis of sex in educational programs or activities which receive Federal assistance. INDIVIDUALS WITH DISABILITIES Sections 501, 504 and 505 of the Rehabilitation Act of 1973, as amended, prohibits employment discrimination on the basis of disability in any program or activity which receives Federal financial assistance in the federal government. Discrimination is prohibited in all aspects of employment against persons with disabilities who, with reasonable accommodation, can perform the essential functions of a job. If you believe you have been discriminated against in a program of any institution which receives Federal assistance, you should contact immediately the Federal agency providing such assistance.

3 La Igualdad De Oportunidades De Empleo Es LA LEY Empleadores con Contratos o Subcontratos Federales Solicitantes de empleo y empleados de compañías privadas que tienen un contrato o subcontrato federal son protegidos por las siguientes autoridades federales: RAZA, COLOR, RELIGION, SEXO, ORIGEN NACIONAL La Orden del Poder Ejecutivo 11246, según enmendada, prohibe la discriminación en el empleo por razón de raza, color, religión, sexo u origen nacional, y requiere programas de acción afirmativa para asegurar la igualdad de oportunidades en todos los aspectos de empleo. INDIV1DUOS CON IMPEDIMENTOS La Sección 503 de la Ley de Rehabilitación cle 1973, según enmendada, prohibe la discriminación en el empleo por razón de impedimento y requiere programas de acción afirmativa en la contratación y ascenso de personas calificadas con impedimentos que, con comodidad razonable, pueden desempeñar las funciones esenciales del empleo. VETERANOS DE LA ERA DE VIETNAM, VETERANOS CON IMPEDIMENTOS ESPECIALES, Y OTROS VETERANOS PROTEGIDOS 38 U.S.C de la Ley de Asistencia para la Readaptación de los Veteranos de Vietnam prohibe la discriminación en el empleo y exige programas de acción afirmativa en la contratación y ascenso de veteranos calificados de Vietnam y de veteranos calificados con impedimentos especiales. Cualquier persona que crea que un contratista no ha cumplido con sus obligaciones referentes a la no discriminación o los programas de acción afirmativa bajo las leyes anteriormente mencionadas debe comunicarse de inmediato con: The Office of Federal Contract Compliance Programs (OFCCP), Employment Standards Administration, U.S. Department of Labor, 200 Constitution Avenue, N.W., Washington, D.C o llamar al(202) , 0 una oficina regional o de distrito del OFCCR listado bajo el titulo U.S. Government, Department of Labor. Empleadores Privados, Gobiernos Estatales y Locales, Instituciones de Enseñanza Las siguientes leyes federales protegen solicitantes de empleo y empleados de la mayoria de los empleadores privados, gobier -nos estatales y locales, instituciones de enseñanza, agencias de empleo y organizaciones laborales: RAZA, COLOR, RELIGION, SEXO, ORIGEN NACIONAL El Titulo V11 de la Ley de Derechos Civiles de 1964, según enmendada, prohibe la discriminación en el empleo por razón de raza, color, religión, sexo u origen nacional en la contratación, promoción, despido, pago, beneficios suplementarios, programas de adiestramiento, clasificación de empleo, reclutarniento y bajo cualquier otro término y condición de empleo. IMPEDIMENTO La Ley para Personas con Impedimentos de 1990, según enmendada, protege solicitantes de empleados y emptea dos con impedimentos contra la discriminación en la contratación, promoción, despido, pago, programas de adiestramiento, beneficios suplementarios, clasificación, asignación, y otros aspectos de empleo por razón de impedimento. La ley también exige que toda entidad comprendida proporcione a solicitantes de empleo y empleados calificados con impedimentos comodidad razonable al menos que esto cause dificultad excesiva. EDAD La Ley Contra la Discriminación en el Empleo por Razón de Edad de 1967, según enmendada, protege solicitantes de empleo y empleados de 40 años de edad o más de la discriminación en el empleo por razón de edad en la contratación, promoción, despido, pago, y bajo cualquier otro término, condición o privilegio de empleo. SEXO (PAGO) Ademas del Titulo V11 de la Ley de Derechos Civiles de 1964 (anteriormente descrita), la Ley de lgualdad en el Pago de 1963, según enmendada, prohibe la discriminación por razón de sexo en el pago de salario a mujeres y hombres que realizan trabajos sustancialmente iguales en el mismo lugar de trabajo. Tomar represalia contra una persona que haya presentado una denuncia de discriminación, participe en una investigación, o se oponga a una práctica ilegal de empleo es prohibido por todas estas leyes federales. Si usted cree que ha sido discriminado bajo cualquiera de las leyes descritas, debe comunicarse de inmediato con: La Comisión de Igualclad cle Oportuniclades de Empleo (EEOC), 1801 L Street, N.W., Washington, D.C o con una oficina local de la Comisión Harnando gratuitamente al (800) Para personas con impedimentos auditivos, el número sin cargo de la Comisión por el sisterna TDD es (800) Programas o Actividades que Reciben Subsidios Federales RAZA, COLOR, ORIGEN NACIONAL, SEXO Además del amparo que brinda el Titulo VII cle la Ley de Derechos Civiles de 1964, el Titulo VI de la ley prohibe la discriminación por razón de raza, color, u origen nacional en programas o actividades que reciben subsidios federales. Discriminación en el empleo está comprendida bajo el Titulo VI si el objetivo primordial del subsidio es proporcionar empleos y en los casos en que la discriminación en el empleo causa o podría causar discriminación en la prestación de servicios de esos programas. El Titulo IX de las Enmiendas de Educación de 1972 prohibe la discriminación en el empleo por razón de sexo en programas o actividades educacionales que reciben subsidios federales. INDIVIDUOS CON IMPEDIMENTOS La Sección 504 de la Ley de Rehabilitación de 1973, según enmendada, prohibe la discriminación en el empleo por razón de impedimentos en cualquier programa o actividad que recibe subsidios del gobierno federal. Se prohibe la discriminación en todas las modalidades de empleo contra personas con impedimentos fisicos y mentales que, con comodidad razonable, pueden desempeñar las funciones esenciales del empleo. Si usted cree que ha sido discriminado en el empleo en un programa de cualquier institución que recibe subsidios federales, debe comunicarse de inmediato con la agencia federal que otorga el subsidio.

4 EMPLOYEE RIGHTS UNDER THE FAIR LABOR STANDARDS ACT THE UNITED STATES DEPARTMENT OF LABOR WAGE AND HOUR DIVISION FEDERAL MINIMUM WAGE $5.85PER HOUR BEGINNING JULY 24, 2007 $6.55PER HOUR BEGINNING JULY 24, 2008 $7.25 PER HOUR BEGINNING JULY 24, 2009 OVERTIME PAY YOUTH EMPLOYMENT 1 At least / 2 times your regular rate of pay for all hours worked over 40 in a workweek. 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 15 years old may work outside school hours in various non-manufacturing, non-mining, non-hazardous jobs under the following conditions: No more 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 YouthRules! Web site at TIP CREDIT ENFORCEMENT 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 hourly wage, the employer must make up the difference. Certain other conditions must also be met. 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. Civil money penalties of up to $11,000 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 complaint or participate in any proceedings under the Act. ADDITIONAL INFORMATION Certain occupations and establishments are exempt from the minimum wage and/or 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 see 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-time students, student learners, apprentices, and workers with disabilities may be paid less than the minimum wage under special certificates issued by the Department of Labor. For additional information: USWAGE ( ) TTY: U.S. Department of Labor Employment Standards Administration Wage and Hour Division WHD Publication 1088 (Revised June 2007)

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7 U.S. DEPARTMENT OF LABOR EMPLOYMENT STANDARDS ADMINISTRATION Wage and Hour Division Washington, D.C 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 securityrelated activities.

8 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 an y 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 WH Publication 1462 September 1988

9 Departamento de Trabajo de EE UU Administración de Normas de Empleo Sección de Horas y Sueldos Washington,D.C Aviso Ley Para La Protección del Empleado contra la Prueba de Polígrafo La Ley Para La Protección del Empleado contra la Prueba de Polígrafo le prohíbe a la mayoría de los empleadores del sector privado que utilice pruebas con detectores de mentiras durante el período de pre empleo o durante el servicio de empleo. PROHIBICIONES Generalmente se le prohíbe al empleador que le exija o requiera a un empleado o a un solicitante a un trabajo que se someta a una prueba con detector de mentiras, y que despida, discipline, o discrimine de ninguna forma contra un empleado o contra un aspirante a un trabajo por haberse negado a someterse a la prueba o por haberse acogido a otros derechos establecidos por la Ley. Exenciones* Esta Ley no afecta a los empleados de los gobiernos federal, estatales y locales. Tampoco se aplica a las pruebas que el Gobierno Federal les administra a ciertos individuos del sector privado que trabajan en actividades relacionadas con la seguridad nacional. La Ley permite la administración de pruebas de polígrafo (un tipo de detector de mentiras) en el sector privado, sujeta a ciertas restricciones, a ciertos aspirantes para empleos en compañías de seguridad (vehículos blindados, sistemas de alarma y guardias). También se les permite el uso de éstas a compañías que fabrican, distribuyen y dispensan productos farmacéuticos.

10 La Ley también permite la administración de estas pruebas de polígrafo, sujeta a ciertas restricciones, a empleados de empresas privadas que estén bajo sospecha razonable de estar involucrados en un incidente en el sitio de empleo (tal como un robo, desfalco, etc.) que le haya ocasionado daños económicos al empleador. DERECHOS DE LOS EXAMINADOS En casos en que se permitan las pruebas de polígrafo, éstas deben ser administradas bajo una cantidad de normas estrictas en cuanto a su administración y duración.los examinados tienen un número de derechos específicos, incluyendo el derecho de advertencia por escrito antes de someterse a la prueba, el derecho a negarse a someterse a la prueba o a descontinuarla, al igual que el derecho a negarse a que los resultados de la prueba estén al alcance de personas no autorizadas. CUMPLIMIENTO El/La Secretario(a) de Trabajo puede entablar pleitos contra violadores de la Ley para impedir violaciones y puede imponer penas pecuniarias civiles de hasta $10,000 contra los violadores.los empleados o solicitantes a empleo también tienen derecho a entablar su propio pleito en los tribunales. INFORMACIÓN ADICIONAL Se puede obtener información adicional al igual que se pueden presentar quejas de violaciones en las oficinas locales de la Sección de Horas y Sueldos, las cuales aparecen en la guía telefónica bajo Gobierno de EE UU, Departamento de Trabajo, Administración de Normas de Empleo. La Ley exige que los empleadores exhiban este aviso donde los empleados y los solicitantes de empleo lo puedan ver fácilmente. * La Ley no substituye ninguna provisión de cualquier otra ley estatal o local ni tampoco a tratos colectivos que sean más rigurosos con respecto a las pruebas de polígrafo. Departamento de Trabajo de EE UU Administración de Normas de Empleo Publicación de "WH" 1462 Sección de Horas y Sueldos Septiembre 1988 Washington, D.C *U.S. GPO: /59227

11 Your Rights under the Family and Medical Leave Act of 1993 FMLA requires covered employers to provide up to 12 weeks of unpaid, job-protected leave to ''eligible'' employees for certain family and medical reasons. Employees are eligible if they have worked for their employer for at least one year, and for 1,250 hours over the previous 12 months, and if there are at least 50 employees within 75 miles. The FMLA permits employees to take leave on an intermittent basis or to work a reduced schedule under certain circumstances. Reasons for Taking Leave: Unpaid leave must be granted for any of the following reasons: to care for the employee's child after birth, or placement for adoption or foster care; 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. At the employee's or employer's option, certain kinds of paid leave may be substituted for unpaid leave. Advance Notice and Medical Certification: The employee may be required to provide advance leave notice and medical certification. Taking of leave may be denied if requirements are not met. The employee ordinarily must provide 30 days advance notice when the leave is ''foreseeable.'' An employer may require medical certification to support a request for leave because of a serious health condition, and may require second or third opinions (at the employer's expense) and a fitness for duty report to return to work. Job Benefits and Protection: For the duration of FMLA leave, the employer must maintain the employee's health coverage under any ''group health plan.'' U.S. Department of Labor Employment Standards Administration Wage and Hour Division Washington, D.C Upon return from FMLA leave, most employees must be restored to their original or equivalent positions with equivalent pay, benefits, and other employment terms. The use of FMLA leave cannot result in the loss of any employment benefit that accrued prior to the start of an employee's leave. Unlawful Acts by Employers: FMLA makes it unlawful for any employer to: interfere with, restrain, or deny the exercise of any right provided under FMLA: discharge or discriminate against any person for opposing any practice made unlawful by FMLA or for involvement in any proceeding under or relating to FMLA. Enforcement: - The U.S. Department of Labor is authorized to investigate and resolve complaints of violations. An eligible employee may bring a civil action against an employer for violations. 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. For Additional Information: If you have access to the Internet visit our FMLA website: To locate your nearest Wage-Hour Office, telephone our Wage-Hour toll-free information and help line at USWAGE ( ): a customer service representative is available to assist you with referral information from 8am to 5pm in your time zone; or log onto our Home Page at WH Publication 1420 Revised August 2001 *U.S. GOVERNMENT PRINTING OFFICE /49051

12 Sus Derechos bajo La Ley de Ausencia Familiar y Médica de 1993 La Ley de Ausencia Familiar y Médica de 1993 (LAFM) requiere que patrones sujetos a la ley provean a sus empleados 12 semanas de ausencia del trabajo sin paga por ciertas razones familiares médicas, con protección del empleo a empleados Razones para Solicitar Ausencia: Tiene derecho un empleado de tomar ausencia del trabajo sin paga por cualquiera de las siguientes razones: para cuidar a un niño recién nacido, o llevar a cabo una adopción o crianza, de un niño del empleado; para cuidar a un cónyuge (esposo/a), hijo/a, o cualquiera de los padres, quien padezca de un estado de salud grave, o; por un estado de salud grave que le impide a un empleado desempeñar su trabajo. Se puede elegir por parte del empleado o el patrón substituir una ausencia sin paga por una ausencia pagada si el empleado tiene el tiempo pagado acumulado. Notificación por Adelantado y Certificado Médico: Se le puede exigir a un empleado que notifique por adelantado la necesidad de estar ausente, y además exigirle que provea certificado médico. Se puede negar el permiso si el empleado no cumple con estos requisitos. Por lo general se requiere que el empleado notifique al patrón con 30 dias por adelantado cuando la ausencia es "anticipada." El patrón puede exigirle un certificado médico al empleado que pide tomar ausencia por motivo de un estado de salud grave, y puede exigir una segunda o tercera opinión médica (a cuenta del patrón), y además puede exigir un certificado médico de la salud, estado fisico y capacidad del empleado para regresar al trabajo. Beneficios y Protección del Empleo: Durante una ausencia, el patrón tendrá que mantener en vigor el seguro de salud del empleado bajo cualquier "plan de salud de grupo" en existencia. US Department of Labor Employment Standards Administration Wage and Hour Division Washington, D.C "elegibles." Se consideran elegibles a los empleados de dicho patrón quienes hayan trabajado un año, y trabajado 1,250 horas o más en los últimos 12 meses, y trabajan dentro de un área de 75 millas donde se ocupan a 50 empleados o más del mismo patrón. Al regresar de una ausencia los empleados tienen el derecho a su trabajo original o a un trabajo equivalente con sueldo, beneficios, y otras condiciones de empleo equivalentes. Una ausencia no puede resultar en la pérdida de ningún beneficio acumulado antes de que el empleado comenzara la ausencia del trabajo. Actos Ilegales Por Parte del Patrón: La LAFM le prohibe al patrón lo siguiente: que interfiera, restrinja, o niegue que se ejercite cualquier derecho estipulado por la LAFM; que se despida o se discrimine en contra de cualquier persona que se oponga a una práctica prohibida por la LAFM, o se involucre en cualquier procedimiento relacionado a esta ley. Ejecución: - El "Department of Labor" tiene la autoridad de investigar y resolver quejas de infracciones de la LAFM. El empleado elegible puede demandar a un patrón por medio de acción civil por infracciones de la LAFM. La LAFM no afecta ninguna ley federal o estatal que prohiba la discriminación, ni reemplaza ninguna ley estatal o local, o convenio sindical que provea más amplios derechos de ausencia familiar o médica. Para Más Información: Si tiene acceso al internet, visite la pagina de la LAFM: Para localizar la oficina de horarios y salarios más cercana, llame a nuestra linea gratis de información y ayuda al USWAGE ( ). Representantes estan disponibles para asistir con información desde 8am a 5pm en su zona horaria; o visite nuestra pagina de internet WH Publication 1420SP Revised August 2001 *U.S. GOVERNMENT PRINTING OFFICE /49051

13 FOR USE BY PRIVATE SECTOR AND STATE GOVERNMENT EMPLOYERS REEMPLOYMENT RIGHTS YOUR RIGHTS UNDER USERRA THE UNIFORMED SERVICES EMPLOYMENT AND REEMPLOYMENT RIGHTS ACT USERRA protects the job rights of individuals who voluntarily or involuntarily leave employment positions to undertake military service or certain types of service in the National Disaster Medical System. USERRA also prohibits employers from discriminating against past and present members of the uniformed services, and applicants to the uniformed services. 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: 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. RIGHT TO BE FREE FROM DISCRIMINATION AND RETALIATION 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; then an employer may not deny you: initial employment; reemployment; retention in employment; promotion; or any benefit of employment 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. 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 condition exclusions) except for service-connected illnesses or injuries. ENFORCEMENT The U.S. Department of Labor, Veterans Employment and Training Service (VETS) is authorized to investigate and resolve complaints of USERRA violations. For assistance in filing a complaint, or for any other information on USERRA, contact VETS at USA-DOL or visit its website at An interactive online USERRA Advisor can be viewed at 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 of Justice for representation. 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. This notice was prepared by VETS, and may be viewed on the internet at this address: Federal law requires employers to notify employees of their rights under USERRA, and employers may meet this requirement by displaying this notice where they customarily place notices for employees. U.S. Department of Justice U.S. Department of Labor Publication Date January 2006

14 Governor Ted Strickland Know Your Rights Summary Provisions of the OHIO FAIR EMPLOYMENT PRACTICES LAW (For complete text see sections to and Section of the Ohio Revised Code) G. Michael Payton Executive Director Jeanine P. Donaldson Chair IT IS UNLAWFUL: For EMPLOYERS to deny equal opportunity in hiring, tenure, terms, conditions or privileges of employment; For additional information, please contact your closest regional office of The Ohio Civil Rights Commission. For LABOR UNIONS to deny admission, limit or classify members; For EMPLOYMENT AGENCIES to refuse or fail to accept, register, classify properly or refer for employment;...on the basis of race, color, religion, sex, national origin, disability, ancestry or age. FURTHER, it is an unlawful discriminatory practice, prior to employment or admission to union membership, to request any information or keep records, print or publish notices or advertisement which indicate a person s race, color, religion, sex, national origin, disability, ancestry or age. THIS LAW APPLIES TO: Employers of four or more persons, including the State or any political subdivision thereof; Employment agencies operating with or without compensation; All employers, labor organizations or joint labor management committees controlling apprentice training programs; Any person who obstructs or hinders compliance with this act. Any person or person claiming to be aggrieved or having knowledge of alleged discrimination or the Ohio Civil Rights Commission on its own initiative may utilize this law by filing a charge affidavit. Akron Regional Office Akron Government Center Suite S. High Street Akron, Ohio (voice/tty) Cincinnati Regional Office Corporate Tower 7162 Reading Road, Suite 1001 Cincinnati, Ohio (Voice/TTY) Cleveland Regional Office Frank J. Lausche Building Suite West Superior Avenue Cleveland, Ohio (Voice/ TTY) Columbus Regional Office 1111 E. Broad Street, Suite 301 Columbus, Ohio (Voice/TTY) Dayton Regional Office 40 W. 4 th Center, Suite 1900 Dayton, Ohio (Voice/TTY) Toledo Regional Office Room 936 One Government Center Jackson and Erie Streets Toledo, Ohio (Voice/TTY) The Ohio Civil Rights Commission (OCRC receives and investigates charges of discrimination in employment, housing, public accommodation, credit and disability in higher education on the bases of race, color, religion, sex, national origin, disability, age, ancestry or familial status. For more information, contact us: Toll Free crc.ohio.gov The Ohio Civil Rights Commission Central Office 1111 E. Broad Street, 3rd Floor Columbus, Ohio (Voice) (TTY) Publication Date 04-07

15 TED STRICKLAND Governor STATE OF OHIO MINIMUM WAGE OHIO DEPARTMENT OF COMMERCE DIVISION OF LABOR & WORKER SAFETY KIMBERLY A. ZURZ Director NON-TIPPED EMPLOYEES "Non-Tipped Employees" includes any employee who does not engage in an occupation in which he/she customarily and regularly receives more than thirty dollars ($30.00) per month in tips from patrons or others. Employers who gross under $255, shall pay their employees no less than the current Federal Minimum wage rate. Employees under the age of 16 shall be paid no less than the current federal minimum wage rate. Current Federal Minimum Wage is $5.85 per hour. Effective July 24, 2008, it is $6.55 per hour. TIPPED EMPLOYEES A Minimum Wage of $7.00 per hour (as of January 1, 2008) A Minimum Wage of $3.50 per hour PLUS TIPS (as of January 1, 2008) "Tipped Employees" includes any employee who engages in an occupation in which he/she customarily and regularly receives more than thirty dollars ($30.00) per month in tips from patrons or others. The tips are proven if indicated by the employee's declaration for thepurposes of the federal insurance contribution act. Including when tips are added to the employee's wage, his/her hourly pay cannot be less than the regular minimum wage of $7.00 prescribed by law. OVERTIME (ORC ) HANDICAPPED RATE (ORC ) 1. An employer shall pay an employee for overtime at a wage rate To prevent the curtailment of opportunities for employment and avoid undue of one and one-half times the employee's wage rate for hours in hardship to individuals whose earning capacity is affected or impaired by excess of forty hours in one work week, except for employers physical or mental deficiencies or injuries a sub-minimum wage may be paid, grossing less than $150,000 per year. as provided in the rules and regulations set forth by the Administrator. 2. Hospitals and Nursing Homes are permitted time and one-half in excess of eighty hours in a two week period and also in excess of eight hours a day. PERMANENT RECORDS TO BE KEPT BY THE EMPLOYER (ORC & (F)) 1. Each employer shall keep permanent records for at least three years, available for transcription and inspection by a duly authorized Deputy of the Division, showing the following facts concerning each employee: A. Name B. Address C. Occupation D. Rate of Pay E. Amount paid each pay period F. Hours worked each day and each work week 2. Determinations of compliance. The records may be opened for inspection or copying at any reasonable time and no employer shall hinder or delay authorized Deputies of the Division in the performance of their duties. INDIVIDUALS EXEMPT FROM MINIMUM WAGE (ORC (B)) 1. Any individual employed by the United States; 2. Any individual employed as a baby-sitter in the employer's home, or a live-in companion to a sick, convalescing, or elderly person whose principal duties do not include housekeeping; 3. Any individual employed as an outside salesman compensated by commissions or in a bona fide executive, administrative, or professional capacity, or computer professionals. 4. Any individual who volunteers to perform services for a public agency which is a State, a political subdivision of a State, or an interstate government agency, if (i) the individual receives no compensation or is paid expenses, reasonable benefits, or a nominal fee to perform the services for which the individual volunteered; and (ii) such services are not the same type of services which the individual is employed to perform for such public agency. 5. Any individual who works or provides personal services of a charitable nature in a hospital or health institution for which compensation is not sought or contemplated; 6. Any individual in the employ of a camp or recreational area for children under eighteen years of age and owned and operated by a non-profit organization or group of organizations. 7. Employees of a solely family owned and operated business who are family members of an owner. This summary does not include all of the requirements for minimum and overtime wages. Persons should refer to ORC 4111 for specific requirements applicable to them. POST IN A CONSPICUOUS PLACE For further information about minimum wage issues, please contact: The Ohio Department of Commerce, Division of Labor & Worker Safety, 77 South High Street, 22nd Floor, Columbus, Ohio Phone: (614) TTY/TDD: (REV. 10/23/07) An Equal Opportunity Employer and Service Provider

16 TED STRICKLAND Governor STATE OF OHIO MINOR LABOR LAWS OHIO DEPARTMENT OF COMMERCE DIVISION OF LABOR & WORKER SAFETY OHIO REVISED CODE CHAPTER 4109* "MINOR" MEANS ANY PERSON LESS THAN 18 YEARS OF AGE KIMBERLY A. ZURZ Director WORKING PERMITS: Every minor 14 through 17 years of age must have a working permit unless otherwise stated in Chapter WAGE AGREEMENT: No employer shall give employment to a minor without agreeing with him/her as to the wages or compensation he/she shall receive for each day, week, month, year or per piece for work performed. REST PERIOD: No employer shall employ a minor more than 5 consecutive hours without a rest period of at least 30 minutes. LIST OF MINORS EMPLOYED: Employer shall keep a list of minors employed at each establishment and a list must be posted in a conspicuous place to which all minor employees have access. TIME RECORDS: Every employer shall keep a time book or other written record showing actual starting and stopping time of each work and rest period. These records must be kept for two (2) years. RESTRICTIONS ON WORKING HOURS FOR MINORS 14 and 15 YEARS OF AGE No person under 16 shall be employed: 1. During school hours except where specifically permitted by Chapter Before 7 a.m. or after 9 p.m. from June 1 st to September 1 st or during any school holiday of 5 school days or more; or after 7 p.m. at any other time 3. For more than 3 hours a day in any school day 4. For more than 18 hours in any school week 5. For more than 8 hours in any day when school is not in session 6. For more than 40 hours in any week that school is not in session nor during school hours, unless employment is incidental to bona fide programs of vocational cooperative training, work-study, or other work-oriented programs with the purpose of educating students, and the program meets standards established by the state board of education. RESTRICTIONS ON WORKING HOURS FOR MINORS 16 and 17 YEARS OF AGE No person 16 or 17 who is required to attend school shall be employed: 1. Before 7 a.m. on any day that school is in session or 6 a.m. if the person was not employed after 8 p.m. the previous night 2. After 11 p.m. on any night preceding a day that school is in session. PROHIBITED OCCUPATIONS FOR MINORS UNDER 16 YEARS OF AGE 1. All manufacturing; mining; processing; public messenger service 2. Work in freezers and meat coolers and all preparation of meats for sale (except wrapping, sealing, labeling, weighing, pricing and stocking) 3. Transportation; storage; communications; public utilities; construction; repair 4. Work in boiler or engine rooms; maintenance or repair of machinery 5. Outside window washing from window sills or scaffolding and/or ladders 6. Cooking and baking; operating, setting up, adjusting, cleaning, oiling or repairing power-driven food slicers, grinders, food choppers, cutters, bakery type mixers 7. Loading or unloading goods to and from trucks 8. All warehouse work except office and clerical 9. Work in connection with cars and trucks involving the use of pits, racks or lifting apparatus or involving the inflation of any tire mounted on a rim equipped with a removable retaining ring. PROHIBITED OCCUPATIONS FOR MINORS 14 through 17 YEARS OF AGE 1. Occupations involving slaughtering, meat-packing, processing or rendering 2. Power-driven bakery machines 3. Occupations involved in the manufacture of brick, tile and kindred products 4. Occupations involved in the manufacture of chemicals 5. Manufacturing or storage occupations involving explosives 6. Occupations involving exposure to radioactive substances and to ionizing radiations 7. Power-driven paper products machines 8. Power-driven metal forming, punching and shearing machines 9. Occupations involved in the operation of power-driven circular saws, band saws and guillotine shears POST IN A CONSPICUOUS PLACE 10. Power-driven woodworking machines 11. Coal mines 12. Occupations in connection with mining, other than coal 13. Logging and sawmilling 14. Motor vehicle occupations 15. Maritime and longshoreman occupations 16. Railroads 17. Excavation operations 18. Power-driven and hoisting apparatus 19. Roofing operations 20. Wrecking, demolition, and shipbreaking. MINORS UNDER 16 YEARS OF AGE MAY NOT ENGAGE IN DOOR-TO-DOOR EMPLOYMENT UNLESS The for-profit employer is REGISTERED with the Ohio Department of Commerce. DOOR-TO-DOOR SALES EMPLOYERS SHALL: 1. Be in compliance with all applicable Ohio and Federal laws relating to the employment of minors 2. Provide at least one supervisor who is over the age of eighteen, for each six minor employees 3. Have been and be in compliance with Ohio's Motor Vehicle Financial Responsibility, Workers' Compensation, Unemployment Compensation, and all other applicable laws 4. Require all minors to work at least in pairs 5. Not employ any minor who does not have an appropriate Age and Schooling Certificate 6. Provide each minor employee with a photo identification card 7. Not employ any minor in any door-to-door sales activity during school hours except where specifically permitted 8. Not employ minors under 16 in door-to-door sales activity before 7 a.m. or after 7 p.m. 9. Not employ minors 16 and 17 years of age in door-to-door sales activity before 7 a.m. or after 8 p.m. *For Exceptions to Coverage See Chapter This is a summary of ORC This summary does not include all of the requirements for minor labor laws. Persons should refer to 4109 for specific requirements applicable to them. This information can be accessed through the Ohio Department of Commerce Web site at For further information about Minor Labor issues, please contact: The Ohio Department of Commerce, Division of Labor & Worker Safety, 77 S. High Street, 22nd Floor, Columbus, Ohio 43215, phone: (614) TTY/TDD: An Equal Opportunity Employer and Service Provider (REV. 01/29/07)

17 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 (OHIO-JOB) or online at Be prepared to provide the following information when applying: Social Security number Driver license or state ID number Names, social security numbers, and dates of 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 AT YOUR NEAREST ONE- STOP EMPLOYMENT AND TRAINING CENTER Ted Strickland Governor Helen E. Jones-Kelley Director JFS (Rev.. 1/2007)

18 NO SMOKING To report violations call OHIO (6446) in accordance with Chapter 3794 of the Ohio Revised Code.