Disabilities (ADA): Ohio
Federal law and guidance on this subject should be reviewed together with this section.
- In addition to federal laws, Ohio employers must comply with various state and local antidiscrimination laws, including the Ohio Civil Rights Act (OCRA). See Disability Discrimination in Ohio.
- The OCRA applies to state and local government agencies, to private employers that employ four or more employees within Ohio, to employment agencies, personnel placement services and labor organizations and to any person acting directly or indirectly in the interest of an employer. See The Ohio Civil Rights Act.
- Ohio law prohibits discrimination against individuals with a disability in all aspects of employment. In addition, Ohio law prohibits employers from eliciting information regarding an applicant's disability unless certain exceptions apply. See Prohibited Actions.
- Ohio's Public Works Discrimination Law, prohibits state government contractors from discriminating against employees based on disability and other protected categories. See Public Works Discrimination Law.
- Female employees affected by pregnancy, childbirth or related medical conditions must be treated the same for all employment-related purposes, including receipt of benefits under fringe benefit programs, as other persons similar in their ability or inability to work. See Pregnancy Disability Leave.
- Ohio permits the use of medical marijuana by registered persons with a qualifying medical condition. See Medical Marijuana.
- Several Ohio counties and cities have enacted ordinances prohibiting discrimination in employment that are broader than the OCRA, Title VII and the federal Americans with Disabilities Act (ADA). See Local Ordinances.