Employee Communications: Ohio
Federal law and guidance on this subject should be reviewed together with this section.
- Ohio law mandates that certain information regarding employment law be posted in a conspicuous place for review by employees. See Required Postings.
- Ohio is an at-will employment state, but employers must guard against claims based on any promises made in employment agreements, offer letters or employee handbooks. See Employment at Will.
- Ohio recognizes and enforces noncompete and nonsolicitation agreements, provided that the agreements are reasonable. Ohio also allows employers to protect their trade secrets. See Noncompete and Nonsolicitation Agreements; Protection of Trade Secrets.
- Employers should guard against any comments that could give rise to claims under Ohio's antidiscrimination laws or as part of a defamation lawsuit. See Discriminatory Comments; Employee Defamation Claims.
- In some circumstances, Ohio provides qualified immunity to employers who provide references for former employees. See Job Reference Qualified Immunity.
- Ohio employers may not retaliate against employees who lodge whistleblower complaints. See Whistleblower Retaliation.
- Employees may file claims related to performance appraisals. See Performance Appraisals.
- Employers should be mindful of privacy laws, laws on the interception of communications, confidentiality protections and laws restricting the use of mobile devices. See Employee Privacy and Restricted Communications.
- Ohio requires employers to provide notice of mass layoffs to the Ohio Department of Job and Family Services. See Mass Layoffs.
- Ohio law prohibits smoking at places of employment. See Ohio's Smokefree Workplace Act.
- Akron has requirements pertaining to employee communications. See Local Requirements.