On April 19, Tony Fiore presented to the Tuscora Chapter of the Society for Human Resource Management (SHRM) on the topic of the top issues affecting Ohio's HR professionals. He detailed 2016's lasting effects, advocacy/politics, employment and labor laws, unemployment compensation, federal appointments/issues + healthcare + workplace flexibility.
Texas Department of Public Safety - New Traffic, Criminal Laws Set To Go Into...Ken Brand
Subject: New Texas Traffic Laws - 9/1/09 – See Attachment
I wanted you to be aware that new traffic laws will be take effect September 1, 2009 in Texas. Here are some you should be aware of, but please take a look at the attached document from the Texas Department of Public Safety for more details.
1. Teen Drivers: Effective September 1, 2009, the laws for teenage drivers are getting tougher. Drivers younger than 18 are banned from using cell phones while driving (dialing, talking, texting) and total hours of behind-the-wheel driving instruction a teen receives is increasing from 14 to 34 before getting a license.
2. Driving in a School Zone: Effective September 1, 2009, the use of a wireless device within a reduced-speed school zone is prohibited. Cellular phones may be used while the vehicle is stopped in a school zone or with a hands-free device. The law also applies to bus drivers. Violators are subject to a fine of up to $200. Note: Cities or counties wanting to enforce this law must post a sign at the beginning of each school zone to inform drivers that using a wireless communications device is prohibited and the operator is subject to a fine. THE SIGNS ARE UP IN SOME AREAS!
3. Seat Belts: Effective September 1, 2009, all occupants of a vehicle, no matter their age, front and back seat, must wear seatbelts.
This presentation discusses best practices for employers to comply with state and federal directives, develop appropriate and inclusive policies, and encourage diversity in the workplace.
Texas Department of Public Safety - New Traffic, Criminal Laws Set To Go Into...Ken Brand
Subject: New Texas Traffic Laws - 9/1/09 – See Attachment
I wanted you to be aware that new traffic laws will be take effect September 1, 2009 in Texas. Here are some you should be aware of, but please take a look at the attached document from the Texas Department of Public Safety for more details.
1. Teen Drivers: Effective September 1, 2009, the laws for teenage drivers are getting tougher. Drivers younger than 18 are banned from using cell phones while driving (dialing, talking, texting) and total hours of behind-the-wheel driving instruction a teen receives is increasing from 14 to 34 before getting a license.
2. Driving in a School Zone: Effective September 1, 2009, the use of a wireless device within a reduced-speed school zone is prohibited. Cellular phones may be used while the vehicle is stopped in a school zone or with a hands-free device. The law also applies to bus drivers. Violators are subject to a fine of up to $200. Note: Cities or counties wanting to enforce this law must post a sign at the beginning of each school zone to inform drivers that using a wireless communications device is prohibited and the operator is subject to a fine. THE SIGNS ARE UP IN SOME AREAS!
3. Seat Belts: Effective September 1, 2009, all occupants of a vehicle, no matter their age, front and back seat, must wear seatbelts.
This presentation discusses best practices for employers to comply with state and federal directives, develop appropriate and inclusive policies, and encourage diversity in the workplace.
The Federal Government and New York State passed New Required Leave laws affecting ALL employers.
Donaldson Legal Counseling PLLC provides an in-depth review of these new requirements.
https://attorneylawny.com/what-all-employers-need-to-know-new-covid19-employee-leave-laws-federal-state/
International Comparative Legal Guide to Business Crime 2020Matheson Law Firm
Commercial Litigation and Dispute Resolution partners Karen Reynolds and Claire McLoughlin co-author the Ireland chapter of the International Comparative Legal Guide to Business Crime.
A highlight of the various US regulations and standards for Disaster Recovery, Security, and Business Continuity that are in place for companies. This presentation was given to the Contingency Planners of Ohio North region on April 21, 2010.
Getting The Deal Through: Anti-Corruption Regulation 2016Matheson Law Firm
Matheson partners, Bríd Munnelly, Carina Lawlor and Michael Byrne, co-wrote the Ireland chapter for Getting The Deal Through: Anti-Corruption Regulation 2016.
Reproduced with permission from Law Business Research Ltd. This article was first published in Getting the Deal Through: Anti-Corruption Regulation 2016.
Getting The Deal Through: Healthcare Enforcement and Litigation 2016Matheson Law Firm
Matheson partners, Tom Hayes, Rebecca Ryan and Michael Finn, co-authored the Ireland chapter for Getting The Deal Through: Healthcare Enforcement and Litigation 2016.
Our Birmingham Claims Club event will cover the following:
- Civil Liability Act 2018
- Freedom of Information Act requests - including 'Information Law, why is it relevant?'
- Brexit and local government
What Changes to Expect from the new Healthcare Law, presented by The National Federation of Independent Business, the leading small business association.
As a continuation of my last article, “tax the Rich…Tax the Rich…Tax the Rich…,” I asked Brian Seifert, CPA to fill in some additional tax changes that would affect our clients as we approach the year end and look forward to 2010. Brian is a new Aegis Council member who is helping our clients prepare for the onslaught of new taxes by identifying tax planning opportunities, assist the clients taking advantage of their planning opportunities then preparing the tax returns as part of the Aegis Council Tax Planning Package. Every Aegis Council member has undergone a thorough background check and peer reviews to insure only the best and brightest professionals are provided to our clients.
The Federal Government and New York State passed New Required Leave laws affecting ALL employers.
Donaldson Legal Counseling PLLC provides an in-depth review of these new requirements.
https://attorneylawny.com/what-all-employers-need-to-know-new-covid19-employee-leave-laws-federal-state/
International Comparative Legal Guide to Business Crime 2020Matheson Law Firm
Commercial Litigation and Dispute Resolution partners Karen Reynolds and Claire McLoughlin co-author the Ireland chapter of the International Comparative Legal Guide to Business Crime.
A highlight of the various US regulations and standards for Disaster Recovery, Security, and Business Continuity that are in place for companies. This presentation was given to the Contingency Planners of Ohio North region on April 21, 2010.
Getting The Deal Through: Anti-Corruption Regulation 2016Matheson Law Firm
Matheson partners, Bríd Munnelly, Carina Lawlor and Michael Byrne, co-wrote the Ireland chapter for Getting The Deal Through: Anti-Corruption Regulation 2016.
Reproduced with permission from Law Business Research Ltd. This article was first published in Getting the Deal Through: Anti-Corruption Regulation 2016.
Getting The Deal Through: Healthcare Enforcement and Litigation 2016Matheson Law Firm
Matheson partners, Tom Hayes, Rebecca Ryan and Michael Finn, co-authored the Ireland chapter for Getting The Deal Through: Healthcare Enforcement and Litigation 2016.
Our Birmingham Claims Club event will cover the following:
- Civil Liability Act 2018
- Freedom of Information Act requests - including 'Information Law, why is it relevant?'
- Brexit and local government
What Changes to Expect from the new Healthcare Law, presented by The National Federation of Independent Business, the leading small business association.
As a continuation of my last article, “tax the Rich…Tax the Rich…Tax the Rich…,” I asked Brian Seifert, CPA to fill in some additional tax changes that would affect our clients as we approach the year end and look forward to 2010. Brian is a new Aegis Council member who is helping our clients prepare for the onslaught of new taxes by identifying tax planning opportunities, assist the clients taking advantage of their planning opportunities then preparing the tax returns as part of the Aegis Council Tax Planning Package. Every Aegis Council member has undergone a thorough background check and peer reviews to insure only the best and brightest professionals are provided to our clients.
Not-for-Profit Compensation Controversies Continue to Add Fuel to the FireCBIZ, Inc.
Compensation in the not-for profit sector has been a consistent lightning rod for the IRS and other federal governing bodies, as well as for states, for many years.
Election-year politics are dominating legislative action this year as both parties lay down
policy agendas for 2017 and beyond. President Obama and the Republican leaders of Congress are offering competing plans on how to reform the US tax system and
to promote other policies intended to increase economic growth and make American companies more competitive. At the same time, both Democratic and Republican candidates seeking their party’s presidential nomination are advancing tax reform plans.
CalSHRM HR June 2019 State of California Legislative ReportCalSHRM
A comprehensive report from CalSHRM, the State of California's leading Council for HR. CalSHRM is dedicated to uniting and supporting California's human resources community of HR professionals.
LEGISLATIVE REPORT – JUNE 2019
By: Michael S. Kalt, CalSHRM Government Affairs Director
CALIFORNIA LEGISLATIVE SUMMARY
As expected, many significant employment bills have passed the first legislative chamber, including bills to:
Prohibit mandatory pre-employment arbitration agreements for Fair Employment and Housing Act (FEHA) and/or Labor Code violations (AB 51);
Delay the new harassment training deadlines for smaller employers and non-supervisory employees from January 1, 2020 to January 1, 2021 and clarify that employees who received sexual harassment training in 2018 need not be re-trained in
2019 (SB 778);
Impose joint liability for harassment upon client employers and labor contractors (AB170);
Amend the Labor Code to preclude discrimination or retaliation against sexual harassment victims and their family members (AB 171);
Extend the statute of limitations for FEHA claims from one to three years (AB 9) and for Labor Code claims from six months to two years (AB 403);
Preclude race discrimination based upon hair texture and hairstyles (SB 188);
Require employers to provide up to an additional thirty days of unpaid leave for organ donations (AB 1223);
Further expand workplace lactation accommodation requirements (SB 142);
Amend the California Consumer Privacy Act to exclude information gathered by employers in the employment context (AB 25);
Prohibit so-called “no rehire” provisions in employment-related settlement agreements (AB 749);
Codify the California Supreme Court’s Dynamex ruling regarding independent contractors (AB 5); and
Require larger employers to submit annual “pay data reports” (SB 171).
Gain Recognition for your California HR Expertise! Advance Your HR Career with CalSHRM! https://www.calshrm.org
The Department of Labor recently issued final rules that will increase the civil penalties assessed to employers for violating various federal laws. The higher penalties are part of a law passed last year and are scheduled to begin with those assessed after August 1, 2016. This article explains why the penalties are increasing and some of the new amounts.
On Thursday, May 9, 2024, Kegler Brown presented its annual Managing Labor + Employee Seminar. The in-person and virtual seminar focused on timely information regarding labor and employee relations, and allowed attendees to earn CLE and SHRM credit hours.
On Wednesday, May 24, 2023 Kegler Brown presented its annual Managing Labor + Employee Seminar. The in-person and virtual seminar focused on timely information regarding labor and employee relations, and allowed attendees to earn CLE and SHRM credit hours.
On Thursday, February 23, Kegler Brown’s Construction lawyers, Don Gregory and Mike Madigan, presented an informative strategy session on ways to deal with central Ohio’s labor shortage and diversity and inclusion goals.
On April 24, Tony spoke to attendees of the Ohio SHRM State Council, HR Florida State Council and Aspect Marketing and Communications’ 2022 HR Cruise, presenting on how the post-pandemic workplace issues will affect the HR profession. Tony took attendees on a journey through workplaces of the past and future spanning a century starting with the Jetson’s future from the 1960s to the metaverse worlds in Ready Player One and Free Guy. Attendees learned about changes in local, state, and federal laws and regulations as well as court decisions, which attempt to stay ahead of such workplace changes. He also outlined ideas on how to address post-pandemic workplace issues to attract and retain a talented workforce. He finally touched on how to enable professionals to communicate the challenges facing the workplace to elected officials.
On Tuesday, March 8, 2022 Kegler Brown presented its annual Managing Labor + Employee Seminar. The virtual seminar focused on timely information regarding labor and employee relations, and allowed attendees to earn CLE and SHRM credit hours.
On Tuesday, March 9. 2021 Kegler Brown presented its annual Managing Labor + Employee Seminar. The virtual seminar focused on timely information regarding labor and employee relations, and allowed attendees to earn CLE and SHRM credit hours.
Danielle Crane kicked things off walking through the implications on the labor and employment sectors and how to prepare for anticipated changes with Joe Biden taking office and his inauguration. Our litigation attorney, Jane Gleaves covered how courts have had to adjust to the pandemic, how lawyers are taking litigation virtual and the noticed trends in litigation in light of the COVID-19 pandemic. Brendan Feheley, the chair of our Labor + Employment practice closed the seminar by providing an update on the employment law issues surrounding the global pandemic and America’s response to it.
As part of our 2020 LGBTQ SCOTUS Ruling webinar on July 7th, Brendan and Danielle hosted an in-depth discussion about the recent SCOTUS decision protecting the employment rights of LGBTQ employees under Title VII. The webinar primed employers for what we think will be coming, provided advice on the issues and questions to think about moving forward, and gave important employment considerations as we begin to receive guidance from the EEOC and federal courts.
Key Legal + Business Issues - Navigating Complexities in Doing Business in th...Kegler Brown Hill + Ritter
On Friday, May 1, Vinita Mehra and Cody Myers presented at Indo-American Chamber of Commerce’s Key Legal + Business Issues: Navigating Complexities in Doing Business in the U.S. webinar. The webinar covered a variety of topics including: drivers + trends of Indian outbound investments to the U.S., EDO incentive programming, negotiating contracts, protecting intellectual property, and impact of COVID-19 on Indo-U.S. businesses.
On December 3, Luis shared an update on Ohio’s medical marijuana law with the National Business Institute. He also discussed marijuana at a national level, detailing tax collections and the IRS sections related to doing business in marijuana. Using recent case studies, Luis illustrated how businesses can and cannot deduct or capitalize indirect expenses. Issues such as labor and licenses were also addressed. Luis also presented this topic at a December 17 event put on by the National Business Institute in Dayton, Ohio
On October 22, Luis spoke to the Mid-Ohio Regional Planning Commission about the history, status and future of legalization and the cannabis industry. Along with looking at the global medical marijuana industry and the tax revenues of adult use states, Luis also updated attendees on the structure of licensure in Ohio. Discussing the changing views and impacts on cities of marijuana, Luis broke down moratoriums, industry and zoning regulations, and new frontiers for decriminalization.
Luis spoke at a luncheon for the Paralegal Association of Central Ohio on April 23 and detailed the history, structure and impact of legalized marijuana. With a focus on Ohio’s Medical Marijuana Control Program, Luis reviewed several scientific, economic, cultural and legal aspects of legalization throughout the US. Along with taking questions from attendees, Luis also discussed what the future looks like for marijuana in Ohio.
Speaking to the Ohio Chamber of Commerce on April 5, Luis discussed several issues related to employment and medical marijuana. He detailed what the OMMCP does not do, such as how it does not require an employer to permit or accommodate an employee's use, or prohibit an employer from establishing and enforcing a drug testing policy, drug-free workplace policy, or zero-tolerance drug policy. He also highlighted other employment concerns, such as how the Worker’s Compensation Bureau will not pay for medical marijuana, and briefly reviewed the medical marijuana industry, looking at topics from sales figures to collegiate cannabis courses.
On February 27, Luis presented at a seminar put on by the Columbus Bar Association examining Ohio’s medical marijuana industry from a legal perspective. Including not only statutory and regulatory issues, this seminar also looked at commercial transactions and ownership/licensure transfers. It also discussed concerns typical of any industry, such as employment issues and capital raising, but that have unique challenges when it comes to medical marijuana. They also looked ahead to discuss the possible future of marijuana in Ohio, including questions of federal regulation and recreational use.
On January 29, Tony and Luis spoke to attendees of the Ohio Agribusiness Association’s 2020 Industry Conference, providing vital education on cannabis, cannabinoids, and the differences between hemp and marijuana. They also broke down what Ohio’s Medical Marijuana Act does not include in order to provide attendees with guidance on employer rights. Focusing on further employment concerns, Luis and Tony explained what the Ohio Bureau of Workers’ Compensation will and will not cover, and discussed testing, workplace policies, ongoing legalization trends and more.
Presented on 11/21 by Eric Duffee and Randy Gerber, Founder and Principal of Gerber LLC, as part of a four part series. This segment of the series covered equity-based employee incentives. It offered a clear description as to what they are, why companies use them, as well as some things to consider. Randy and Eric showcased a variety of examples along with a few alternatives in regard to compensation.
Kegler Brown's annual seminar on professional responsibility was presented on Friday, October 18, 2019 at the Columbus Bar Association (CBA). This year's seminar featured guest speaker, Kent Markus, who is a part of the Bar and General Counsel at the CBA, showcased an overview of the disciplinary system featuring an in-depth flowchart along with practical tips and best practices.
A panel discussion Q+A about topics ranging from advisory opinions, recent ethics developments, identifying issues, and the duty to report, were all covered by Kegler Brown litigators Jane Gleaves and Jason Beehler.
Moderator, Chris Weber discussed ways to navigate Ohio's Advocate-Witness rule, and his personal recommendations for best practices.
Grow + Sell Your Business Part Three: Practical Tips To Facilitate a TransactionKegler Brown Hill + Ritter
Presented by Eric Duffee and Michael Shaw, Copper Run Capital, on 10/17 as part of a Four Part Series. This segment of the series offered 8 clear steps to follow in pursuit of facilitating a successful transaction. It covered areas such as securing your assets, awareness of current market trends, a visual analysis of our current market update, and surrounding yourself with the right team.
Attorneys Jane Gleaves and Brendan Feheley presented various concerns related to the Gig Economy. They discussed topics such as the differences between an independent contractor or an employee, along with why this is important in our current economy. The seminar also covered the misclassification of employees as independent contractors and the effects of this. Finally, they offered a number of solutions for ways to avoid these issues.
Presented by Eric Duffee and Steve Barsotti on 9/19 as Part 2 of a Four Part Series. This seminar introduced the basics of Patent Requirements, Copyrights and confidential information (including Trade Secrets) and explained the strategies for and significance of protecting them. Discussions included necessary criteria for registration, how rights are established, and steps for filing and enforcement.
Defending Weapons Offence Charges: Role of Mississauga Criminal Defence LawyersHarpreetSaini48
Discover how Mississauga criminal defence lawyers defend clients facing weapon offence charges with expert legal guidance and courtroom representation.
To know more visit: https://www.saini-law.com/
In 2020, the Ministry of Home Affairs established a committee led by Prof. (Dr.) Ranbir Singh, former Vice Chancellor of National Law University (NLU), Delhi. This committee was tasked with reviewing the three codes of criminal law. The primary objective of the committee was to propose comprehensive reforms to the country’s criminal laws in a manner that is both principled and effective.
The committee’s focus was on ensuring the safety and security of individuals, communities, and the nation as a whole. Throughout its deliberations, the committee aimed to uphold constitutional values such as justice, dignity, and the intrinsic value of each individual. Their goal was to recommend amendments to the criminal laws that align with these values and priorities.
Subsequently, in February, the committee successfully submitted its recommendations regarding amendments to the criminal law. These recommendations are intended to serve as a foundation for enhancing the current legal framework, promoting safety and security, and upholding the constitutional principles of justice, dignity, and the inherent worth of every individual.
Matthew Professional CV experienced Government LiaisonMattGardner52
As an experienced Government Liaison, I have demonstrated expertise in Corporate Governance. My skill set includes senior-level management in Contract Management, Legal Support, and Diplomatic Relations. I have also gained proficiency as a Corporate Liaison, utilizing my strong background in accounting, finance, and legal, with a Bachelor's degree (B.A.) from California State University. My Administrative Skills further strengthen my ability to contribute to the growth and success of any organization.
A "File Trademark" is a legal term referring to the registration of a unique symbol, logo, or name used to identify and distinguish products or services. This process provides legal protection, granting exclusive rights to the trademark owner, and helps prevent unauthorized use by competitors.
Visit Now: https://www.tumblr.com/trademark-quick/751620857551634432/ensure-legal-protection-file-your-trademark-with?source=share
Car Accident Injury Do I Have a Case....Knowyourright
Every year, thousands of Minnesotans are injured in car accidents. These injuries can be severe – even life-changing. Under Minnesota law, you can pursue compensation through a personal injury lawsuit.
Guide on the use of Artificial Intelligence-based tools by lawyers and law fi...Massimo Talia
This guide aims to provide information on how lawyers will be able to use the opportunities provided by AI tools and how such tools could help the business processes of small firms. Its objective is to provide lawyers with some background to understand what they can and cannot realistically expect from these products. This guide aims to give a reference point for small law practices in the EU
against which they can evaluate those classes of AI applications that are probably the most relevant for them.
Lifting the Corporate Veil. Power Point Presentationseri bangash
"Lifting the Corporate Veil" is a legal concept that refers to the judicial act of disregarding the separate legal personality of a corporation or limited liability company (LLC). Normally, a corporation is considered a legal entity separate from its shareholders or members, meaning that the personal assets of shareholders or members are protected from the liabilities of the corporation. However, there are certain situations where courts may decide to "pierce" or "lift" the corporate veil, holding shareholders or members personally liable for the debts or actions of the corporation.
Here are some common scenarios in which courts might lift the corporate veil:
Fraud or Illegality: If shareholders or members use the corporate structure to perpetrate fraud, evade legal obligations, or engage in illegal activities, courts may disregard the corporate entity and hold those individuals personally liable.
Undercapitalization: If a corporation is formed with insufficient capital to conduct its intended business and meet its foreseeable liabilities, and this lack of capitalization results in harm to creditors or other parties, courts may lift the corporate veil to hold shareholders or members liable.
Failure to Observe Corporate Formalities: Corporations and LLCs are required to observe certain formalities, such as holding regular meetings, maintaining separate financial records, and avoiding commingling of personal and corporate assets. If these formalities are not observed and the corporate structure is used as a mere façade, courts may disregard the corporate entity.
Alter Ego: If there is such a unity of interest and ownership between the corporation and its shareholders or members that the separate personalities of the corporation and the individuals no longer exist, courts may treat the corporation as the alter ego of its owners and hold them personally liable.
Group Enterprises: In some cases, where multiple corporations are closely related or form part of a single economic unit, courts may pierce the corporate veil to achieve equity, particularly if one corporation's actions harm creditors or other stakeholders and the corporate structure is being used to shield culpable parties from liability.
Lifting the Corporate Veil. Power Point Presentation
Top 5 Issues Affecting HR Professionals in Ohio
1. z
z
Affecting the HR Profession in Ohio
Presented by Tony Fiore
Director, Government Affairs
Ohio SHRM State Council
Tuscora SHRM
April 19, 2017
2. z
Advocacy/Politics
Why Advocate? 2016 HR Recap
Employment/Labor Law
Unemployment Compensation
Federal Appointments/Issues
Healthcare and Workplace Flexibility
4. z
2018 Election
+ Ballot Issues
+ All statewide offices
+ Governor/Lt. Gov.
+ Attorney General
+ Secretary of State
+ Auditor
+ Treasurer
+ 1 U.S. Senate Seat
+ All 16 U.S. House Seats
+ 2 Supreme Court seats
+ 99 Ohio House Seats
+ 17 Ohio Senate Seats
5. z
On your mark…get set…get out your
smart phone – I know you all have one
3 Easy Steps to Download the Mobile App
1) Search for "votervoice" in your App store
2) After you have downloaded the App, you will be prompted to enter your email
address. A verification code will be sent to that email account.
3) After verifying your email, you will be brought to a ‘Find Association’ page.
Start typing in ‘Ohio SHRM’ and an option for ‘Ohio SHRM’ will appear directly
below where you were typing. Click/touch that full name and you’ll then have
access to our new mobile app.
6. z
Educate
+Employers must educate employees on who the
candidates are and what their positions are on
certain issues
+Do you currently provide information to
employees on how certain laws will positively or
negatively impact your company?
11. z
The new laws passed in 2016
affect:
+Concealed handguns on employer’s property
+Drugs in the workplace (medical marijuana)
+Health care mandates
+Minimum wage, mandatory paid sick leave or predictive
scheduling laws at the local level
+Taxes on business
+Unemployment compensation debt and employer taxes
+Workers’ compensation
12. z
Concealed handguns on
employer’s property
+ SB 199 (Uecker-Gardner) Effective 3/21/17 - The bill: (1) prohibits a business
entity from having a policy that prohibits a concealed handgun licensee from
transporting or storing a firearm in the person's motor vehicle; and (2) modifies
the prohibition against carrying a concealed handgun onto institutions of higher
education, day care facilities, aircraft, certain government facilities, public areas of
airport terminals, and school safety zones.
+ What does this mean for your business? When the concealed carry law was
enacted over a decade ago state law provided employers with complete control
over its private property, including a parking lot. This new law means your
workplace policy prohibiting employees who have a concealed carry permit from
keeping such handguns in their locked motor vehicle is no longer permitted under
state law. But, the law also provides some level of immunity for business owners
for damage, injuries or death resulting from such concealed weapons. This is an
issue with wide-ranging impacts, especially for employers with businesses in
multiple states.
13. z
Drugs in the workplace
(medical marijuana)
+ HB 523 (Huffman) Effective 9/8/16 – The bill: (1) permits a patient, on the recommendation of a
physician, to use medical marijuana to treat a qualifying medical condition; (2) specifies that the act
does not require an employer to permit or accommodate an employee's use, possession, or
distribution of medical marijuana; (3) specifies that the act does not prohibit an employer from
establishing and enforcing certain workplace drug policies; (4) considers a person who has been fired
for using medical marijuana to have been fired for just cause and ineligible for unemployment benefits
in certain circumstances; and (5) maintains the rebuttable presumption that an employee is ineligible
for workers' compensation if the proximate cause of the employee's injury was being under the
influence of marijuana.
+ What does this mean for your business? While Ohio joined over half the states in “legalizing” medical
marijuana, employers have every right to maintain a drug-free work environment. The new law affords
employers even more protection by making employees ineligible for unemployment and workers’
compensation benefits if terminated for violating an employer’s drug-free workplace policy or causing
injury to themselves due to being under the influence of medical marijuana. At the time of this
publication marijuana remains illegal under federal law; furthermore, there are OSHA rules in effect
regarding when employers are allowed to drug test employees that need to be taken into
consideration.
14. z
Health care mandates
+ HB 463 (Dever) – The bill: (1) requires health plan issuers to provide coverage for
autism spectrum disorder; (2) requires the Superintendent of Insurance to
conduct an actuarial study on the costs of health care mandates under Ohio law
that apply to non-ERISA individual and group health insurance plans; and (3)
states the intent of the General Assembly to implement a two-year moratorium
on new health care mandates and to develop potential tax credits that offset
additional employer costs associated with health care mandates.
+
+ What does this mean for your business? In a perfect world, all health care
treatments, services and procedures would be free for everyone. But, additional
mandated coverage comes at a cost. This bill adds autism spectrum disorder to
the list of benefit mandates covered under Ohio health care plans. The bill also
requires the Ohio Department of Insurance to conduct an actuarial study of the
costs of all such mandates that will help employers identify cost drivers in the
system. In addition, the legislature has expressed an intent not to pass any
additional mandates during the 132nd General Assembly (2017-18).
15. z
Minimum wage, mandatory paid sick leave or
predictive scheduling laws at the local level
+ SB 331 (Peterson) Effective 3/21/17 - The bill: (1) prohibits political
subdivisions from establishing minimum wage rates different from
the rate required by state law; and (2) generally grants private
employers exclusive authority to establish policies concerning hours
and location of work, scheduling, and fringe benefits, unless an
exception applies.
+
+ What does this mean for your business? Like other surrounding
states, HR professionals are not going to have to worry about local
governments enacting minimum wage, paid sick leave or predictive
scheduling laws around the state. You will only need to keep up with
state and federal laws that apply to these areas of employment law.
18. z
Taxes on business
+HB 64 (Smith) Effective 6/30/15– This bill is the state’s main
operating budget. The legislature passed a $1.2 billion tax cut
without shifting the tax burden to businesses subject to the
Commercial Activity Tax (CAT) or taxing services that currently
are not taxable.
+
+HB 390 (Schafer-Retherford) Effective 9/26/16 – This bill
repealed the authority of counties to impose a utility service
tax on businesses. This local tax could have been up to 3
percent of a business’s electric, natural gas and
telecommunications bills.
19. z
Unemployment Compensation
+ HB 390 (Schafer-Retherford) Effective 9/26/16 – The bill: (1) requires a
one-time loan to be made from unclaimed funds to the Unemployment
Compensation Fund to pay for unemployment benefits; (2) requires the
Director of Job and Family Services to use the amount transferred from
unclaimed funds to eliminate the balance of amounts advanced to the
state from the federal government; and (3) requires each experience-rated
contributory employer to pay an increased contribution rate for
contributions due in 2017 in order to repay the loan from unclaimed funds.
+
+ What does this mean for your business? Repayment of the outstanding UI
debt means your federal unemployment tax will be reduced from a high of
$147 per employee to the lowest amount employers are required to pay
each year which is $42 per employee in 2017. Employers will be required
to pay a one-time surcharge of $54 per employee in 2017 to repay the
unclaimed funds account that was used by the state to repay the
outstanding debt.
20. z
Unemployment Compensation (cont.)
+ SB 235 (Beagle-Coley) Effective 3/28/17 – The bill: (1) raises, for a
two-year period, the taxable wage base used for the payment of
unemployment contributions from $9,000 to $9,500; (2) eliminates
the unemployment contribution rate increase for paying principal on
federal advances; and (3) freezes, for calendar years 2018 and 2019,
the maximum weekly unemployment benefit amounts at the
amounts in effect on the act's effective date.
+
+ What does this mean for your business? The minor increase in the
taxable wage base will require employers to pay a little more in the
future to help rebuild Ohio’s Unemployment Compensation Trust
Fund to a position of strength and solvency to better weather the
next economic downturn. But, the three provisions passed in this bill
were only a small gesture from business and labor groups to work
toward a more comprehensive UI reform package by April 1, 2017.
21. z
Workers’ Compensation
+ HB 207 (Henne-McColley) Effective 8/31/16 – The bill: (1) requires workers'
compensation claims to be charged to the Surplus Fund Account instead of a state
fund employer's experience in certain circumstances when a claim is based on a
motor vehicle accident involving a third party; and (2) eliminates the minimum
number of employees required for a private sector employer or board of county
commissioners to obtain self-insuring status under the Workers' Compensation
Law.
+
+ What does this mean for your business? In the past, if your employee was injured
on the job due to a third party being at fault, the claim still landed on your
experience rating, in many cases making it ineligible to qualify for significant
premium savings under programs such as group rating. This bill established a fund
to bear the expense of such claims while BWC subrogates the claim (recovers the
damages caused by the third party). In addition, this bill eliminated the 500-
employee threshold needed to apply for and be granted self-insured status for
workers’ compensation insurance in Ohio. That means smaller, state-funded
businesses that are financially stable will now have the opportunity to apply for
self-insurance.
23. z
HB 2 -
Employment Law Uniformity Act
+ Genaro overturned.
+ Only personal liability would remain under (I) and (J) for employee to
employee retaliation and aiding/abeting
+ 2 year statute of limitations for admin and civil claim filing
+ Administrative exhaustion – right to sue letter issued by commission (like EEOC)
+ Ellerth/Faragher hostile work environment sexual harassment affirmative defense
codified
+ Prevention of multiple age discrimination claims filed under various sections
+ Tort caps apply in civil cases (we couldn’t get buy in for CRA of 1991 caps)
+ NOTE: If you attend the 2017 Ohio SHRM Employment Law + Legislative
Conference you will hear directly from the bill sponsor, Rep. Bill Seitz
24. z
HB 2 legislative intent
+ “The General Assembly declares its intent in enacting section
4112.054 of the Revised Code pursuant to this act that
employers will be encouraged to implement meaningful anti-
discrimination policies and foster a work environment that is fair
and tolerant. The General Assembly further declares its intent
that human resource professionals should have the first
opportunity to resolve personnel complaints and rectify
detrimental workplace behavior before such issues result in
costly litigation.”
25. z
Why should you care?
+ Uniformity means less duplication of similar state and federal
law seeking the same outcome – reduce and/or eliminate
discrimination
+ Eliminating personal liability for managers and supervisors
while retaining liability on the employer promotes good
management practices without fear of being named personally
in a lawsuit
+ You should know earlier when/if an allegation of discrimination
is filed
+ You should have the first opportunity to eliminate a
discriminatory practice within the workplace – not after you
receive notice that was filed with the OCRC or court
27. z
z
What is happening nationally?
The U.S. Map above depicts the status of state trust fund solvency as of April 7, 2017.
RED states are those that were borrowing as of April 7, 2017 (including the Virgin Islands).
BROWN states are those that are currently using employer financed bonds to repay Title XII loans.
YELLOW states are those with positive balances of less than 1 year of benefits in the state trust fund.
GREEN states are those with more than 1 year of benefits in the state trust fund (including Puerto Rico).
PR
VI
28. z
Solvency of Ohio’s UI Trust Fund
-$3,000,000,000
-$2,000,000,000
-$1,000,000,000
$0
$1,000,000,000
$2,000,000,000
$3,000,000,000
Ohio UI Trust Fund Balance - 1980 to 2027 (est.)
Minimum Safe Level
29. z
How do we return to the
lowest FUTA tax?
+Repay Federal loan balance
+Don’t borrow in the future
+Rebuild state UI Trust Fund
+Comprehensive UI Reform
+ Revenue (Taxes)
+ Expenses (Benefits)
+ Integrity (Fraud, Waste, Abuse, Misclassification, Overpayments)
+ Reemployment (connections with the workforce)
+ Job creation (more people working = more tax revenue without
raising existing taxes on employers)
30. z
Why should you care?
+ Loan balance repaid; only pay $42 per employee for FUTA rather than $126
+ HB 394/HB 620 reforms would have helped rebalance the checkbook for
future economic downturns
+ Ohio employers fully fund the state unemployment system for claimants
out of work through no fault of their own.
+ If the state does not find the right mix of comprehensive reforms to the UI
system to rebuild the state’s trust fund to a position of strength and
solvency during relatively good times, Ohio employers will bear the cost of
even higher federal taxes during the next economic downturn.
+ Self-imposed deadline by Speaker Rosenberger was April 1, 2017 – pushed
back to “this year”
+ Tell your House and Senate member to finalize a plan to lower your UI
taxes!
32. z
• Secretary of DOL Nominee:
Andrew Puzder Alexander Acosta
• Confirmaiton hearing date: February 7,
2017; March 15, 2017, May 3, 2017????
• Head of Divisions within DOL: Wage &
Hour, OSHA, EBSA, ETA, ODEP, OFCCP,
OLMS, VETS, Womens’ Bureau
Make-up of the Commission
EEOC Proposed Enforcement
Guidance on Harassment
EEO-1 compensation data
reporting rule targeted for
possible elimination
33. z
Federal Taxes v. Expenditures
47%
34%
9%
9%
1% Federal Revenue
Individual Income Tax
Payroll Taxes
Corporate Income Tax
Customs Duties and Excise Taxes
Other
34. z
Federal Expenditures
Social Security
24%
Supplimental
Security
Income
2%
Civilian Federal
Retirement
3%
Medicare
15%
Medicaid
10%
ACC Subsidies
1%
National Security
15%
Veterans
5%
Interest
6%
Refundable credits
2%
Transporation
2%
Education
2%
Food Stamps
2%
Justice
1%
Housing
Assistance
1%
Foreign Aid & Int'l Affairs
1%
Other
8%
35. zHealth Care
Sources: White House office of the press secretary, “Executive order: minimizing the economic burden of the Patient
Protection and Affordable Care Act pending repeal,” January 20, 2017; Nicholas Bagley, “Trump’s executive order on
Obamacare,” the Incidental Economist, January 21, 2017; Julie Hirschfeld Davis and Robert Pear, “Trump Issues Executive
Order Scaling Back Parts of Obamacare” The New York Times, January 20, 2017.
36. z
Healthcare Reform
+Goals:
+ Affordable, innovative and efficient health care system
+ Ensure productive and competitive U.S. workforce
+ Better quality of life and access for all Americans
+ Support improved wellness programs and quality of care
+Reality
+ Employer sponsored plans cover 177 million American families (16
times those covered under ACA’s federal or state exchanges)
+ 20 million Americans covered under ACA
+ U.S. uninsured at historic low of 8.6 percent
+ Increased healthcare costs place the burden on employers,
individuals and the economy
37. z
Employer Responses to ACA
+ Although more individuals are covered…
+ Employers continue to experience increased costs
+ Expanded regulatory requirements
+ Reduced flexibility in managing employer-sponsored plans
+ Compliance with ACA has led to employers
+ Opting to eliminate coverage for part-time workers
+ Restructure staffing models to reduce mandated coverage requirements
+ Reducing health care benefits
+ Shifting more costs to employees
+ Turning to other strategies – HSAs or Private exchanges
38. z
Middle Class Health Benefits Tax Repeal
H.R. 173 and S. 58
Bipartisan legislation amend the Internal Revenue
Code to repeal the 40 percent excise tax on
employer-sponsored health coverage valued at
more than $10,200 for individual coverage and
$27,500 for families, which is scheduled to go in
effect on January 2020.
The repeal would be effective for tax years after
December 31, 2017.
SHRM supports the legislation.
H.R. 173 has 80 co-sponsors and S. 58 has 3 co-
sponsors (as of 2/10/2017).
Joe Courtney (D-CT) Mike Kelly (R-PA)
Martin Heinrich (D-NM) Dean Heller (R-NV)
39. z
H.R. 173/S.58
Middle Class Health Benefits Tax Repeal Act
+SHRM supports repeal of ACA’s 40 percent excise tax
on high-value health plans
+Ohio Co-sponsors (bipartisan support)
+ Marcia L. Fudge (D-OH-11)
+ Bob Gibbs (R-OH-7)
+ David P. Joyce (R-OH-14)
+ Tim Ryan (D-OH-13)
42. z
Workplace Flexibility
+ Unpaid Leave
+ FMLA - 12 weeks unpaid
+ Paid-time off
+ Local, state and federal lawmakers continue pursuing mandatory paid time off
proposals
+ State paid sick leave laws
+ AZ, CA, CT, MA, OR, VT and WA + 30 jurisdictions
+ CA, NJ, NY and RI – paid leave insurance laws
+ Voluntary Employer Paid-Time Off is Working
+ 99 percent of employers with 50 or more employees provide some form of
voluntary paid-time off (sick, vacation, paid time off)
+ Voluntary programs help flexibility for employers/employees
+ Growing number of employers offer flexible work arrangements – compressed
workweeks, telecommuting and flexible schedules
43. z
Workplace Flexibility
+Federal proposals
+ Healthy Families Act – require 56 hours paid-time off/year
+ DOL – Pres. Obama’s EO – federal contractors – 1 hour of
paid-time off accrued for every 30 worked up to 56 hours
+ Family and Medical Insurance Leave Act (H.R. 947/S.336) –
partial wage replacement funded through payroll tax for
eligible under FMLA
+ Tax credit approach – incentivizing more employers to
provide paid-time off
44. z
SHRM Approach
+ Rep. Mimi Walters (R-CA)
+ Expand paid leave and workplace flexibility opportunities for
all employees
+ Employers choose to opt in to the proposal by offering a
minimum threshold of paid leave and flexible work option
+ Automatically satisfy all state and local requirements and is
preempted by ERISA
+ Provides flexibility for employers and employees with one
set of requirements rather than a patchwork of state and
local conflicting government mandates
45. z
2017 Ohio SHRM Employment Law +
Legislative Conference
May 3, 2017
7:30-4:45p.m.
Sheraton Downtown Columbus
http://www.ohioshrm.org/2017LEGCONF.CFM
46. z
Thank You!
Tony “The Tiger” Fiore
Of Counsel
Kegler Brown Hill + Ritter
afiore@keglerbrown.com
keglerbrown.com/fiore
614.462.5428
@TonyFioreEsq
Director, Government Affairs
Ohio State Council of SHRM