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419-893-3000 or toll free at 1-800-882-7042.
“The EA Hotline is a fantastic resource because in the world of HR, laws are ever changing. It is a comfort to know that the EA is just a quick phone call away! When those sticky HR issues occur, it is nice to know you have reliable assistance with the EA professionals. Second opinions and advice are always a positive thing!
Another perk of the hotline is their response time. We all know HR issues pop up without notice, and it is great to have a resource where you are confident their responses will be prompt and reliable. I could not thank the EA enough. They have helped me, as a young HR professional, in so many ways.”
– Jessica Sheline, JK-Co.
As a member of The Employers’ Association, you have ready access to our staff of professionals. We routinely handle calls, requests, and problems on all matters dealing with employer/employee relations. We will promptly answer your question. Where else can your managers call to receive reliable assistance without the pressure of a “time meter?”
The EA Limited Legal Hotline is intended to allow for a quick, free consultation with an experienced employment lawyer about a legal issue. It is not intended to be relied on as in-depth legal analysis, and no attorney-client relationship is established through Legal Hotline consultations.
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Limited Legal Hotline
Not sure if your question needs an attorney’s opinion? Try our Limited Legal Hotline and talk with a local labor attorney for FREE!
Here’s How the Limited Legal Hotline Works:
- Contact the EA office first, via phone or e-mail.
- If your question or issue cannot be answered by the EA’s resources or is of a more legal nature and would best be answered by an attorney, we will ask you if you would like your question sent on to an attorney. If you would like to use your limited legal hotline, you will be contacted by a local labor attorney who will assist you with your questions.
- The attorney will provide limited legal service to you at no cost. There is a 3-question, or 2-hour limit to this service.
- If your inquiry requires additional time or legal resources, you will be so advised.
Call our Research Department at 419-893-3000 or 1-800-882-7042, or
Frequently Asked Questions:
Q: Are terminated employees allowed to request a copy of their handbook? Also, are employees allowed to access any information they request?
There is no federal law that requires private employers to provide employees access to their personnel files. Requirements to access personnel files are, however, guided by state law.
4113.23. (A) No employer or physician, other health care professional, hospital, or laboratory that contracts with the employer to provide medical information pertaining to employees shall refuse upon written request of an employee to furnish to the employee or former employee or their designated representative a copy of any medical report pertaining to the employee. The requirements of this section extend to any medical report arising out of any physical examination by a physician or other health care professional and any hospital or laboratory tests which examinations or tests are required by the employer as a condition of employment or arising out of any injury or disease related to the employee’s employment. However, if a physician concludes that presentation of all or any part of an employee’s medical record directly to the employee will result in serious medical harm to the employee, he shall so indicate on the medical record, in which case a copy thereof shall be given to a physician designated in writing by the employee. (B) The employer may require the employee to pay the cost of furnishing copies of the medical reports described in division (A) of this section but in no case shall the employer charge more than twenty-five cents for each page of a report.
A: Meal/rest periods Meal and/or rest periods are generally not required under the FLSA. The FLSA states that for off-duty meal periods not to constitute hours worked, they must be at least 30 minutes long. Ohio law also does not require meal and/or rest periods, except if the employee is under 18 years of age, they are required to receive a half-hour break for every five hours worked. (BLR 2015)
Q: Are salary employees allow to flex their time? If an employee needs to work on a weekend and can’t take a day off during the week, can they hold the extra day over to another week?
A: The key issue here is the description of the employee as a salaried employee. If the employee is truly exempt, the amount of hours worked during the week doesn’t really matter, as long as the employee is being paid the same for each week. In this particular situation, it would be perfectly legal for the employee to work six days one week and four the next. In fact, they could require him to work six days one week without allowing an extra day off the next week.