Ohio Employer Required Posters

by Jeff J. Spangler, Partner with Dagger Law in Lancaster, Ohio

Jeff J. Spangler, Partner at Dagger LawNumerous state and federal laws require Ohio employers to post specific employment related signs in conspicuous locations throughout the workplace. These required posters are designed to ensure that employees are aware of guidelines and laws that could affect them in the workplace. Certain posters are required to be posted by all Ohio employers; other posters are unique to certain industries.

The Ohio Fair Employment Practices Law poster is required to be posted by all employers in the workplace. This mandatory poster generally states that Ohio law prohibits discrimination on the basis of race, religion, sex, age, military service, nationality, and other protected classes, and that the Ohio Civil Rights Commission is available to investigate any employee complaints.

The state of Ohio requires that all employers post the Ohio minimum wage, which is different from the Federal minimum wage. Ohio employers also must have a sign displaying a valid employer’s Workers’ Compensation Certificate. Additionally, all places of employment in Ohio must post a “No-Smoking” poster at each entrance. Many Ohio employers are required to have an Ohio Minor Labor Law poster, which advises employees younger than 18 years of age how much they are legally allowed to work.

Various federal laws also require mandatory postings in Ohio businesses. Similar to the Ohio Fair Employment Practices Law poster, federal law requires that employers display the “Equal Employment Opportunity Is the Law” poster, which is meant to protect employees from workplace discrimination. Federal law also requires employers to post information relating to the Fair Labor Standards Act, which details the minimum wage, child labor laws, and overtime requirements. Depending on their size, Ohio employers may additionally be required to post the “Rights under the Family and Medical Leave Act,” which is also referred to as FMLA.

Dozens of other laws and regulations mandate posters (unemployment compensation rights, Occupational Safety and Health rights, to name just a few), depending on the size of the business, or even across types of industries. Businesses and employers may also choose to post other signs (for example, prohibiting concealed weapons on their premises). Failure to follow “poster laws” could subject employers to monetary fines and penalties, and also could restrict their ability to defend claims made by employees.

Many fee-based services are available to assist employers with required posters. Businesses are encouraged to annually audit their posters for compliance with “poster laws,” particularly given the wide array of laws that are involved. For assistance with or clarification of “poster laws” as it relates to your business, please contact the attorneys at Dagger Law.

The Impact Of Divorce On Our Community

by Norman J. Ogilvie, Jr.

The termination of marriage, although a common occurrence, has the effect on society like throwing a pebble into a pond, creating ripples and disruption to its smooth surface.

A divorce affects not only the parties, but also the children, grandparents, cousins, neighbors, workplaces, teachers, banks, creditors, friends, and sometimes social services agencies.

It impacts the husband and wife by consuming their thoughts, affecting them both physically and emotionally. The stress caused to participants is only exceeded by the death of a child. It is important to share with your medical providers any symptoms such as lack of sleep or inability to focus. Seeking professional counseling and therapy is encouraged and looked upon by the Courts as an indication of common sense and good parenting skills.

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Norman J. Ogilvie, Jr. Receives George D. Martin Professionalism Award


Lancaster, Ohio – Today, Dagger Law Of Counsel Norman J. Ogilvie, Jr. was recognized by the Fairfield County Bar Association for his high standards of professionalism as a recipient of the George D. Martin Professionalism Award.

George D. Martin (1907-1993) was a man of uncommon personal and professional integrity. Having graduated Harvard Law School in 1933, he practiced law in Lancaster until 1986. Upon his retirement he was a volunteer law clerk of the Common Pleas Court.

The award criteria states the recipient should be the consummate professional George was and be a dedicated practitioner of law and whose integrity is unquestionable. The recipient should have a history of promoting respect for the law and be active in the community.

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50 Years of Law

This month, Norman J. Ogilvie, Jr. is being recognized by The Ohio State Bar Association for his 50 years of service to the profession.

The legal profession looked a lot different 50 years ago when Ogilvie started at what is now Dagger, Johnston, Miller, Ogilvie & Hampson, LLP. The pace was slower, there were fewer attorneys, there were typewriters and carbon paper to write endless briefs, research was more involved without the Internet and the bar exam was a three-day test.

Ogilvie was sworn in December 1968. At the time, he was serving in the U.S. Army and was home on leave for Christmas. He served in the Vietnam War his last year in the service. When he was through, he returned home to Lancaster to pursue his career as a lawyer and started at the same firm he’s at today.

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New Developments in Ohio Gun Laws

As of March 21, 2017 a new Ohio state law has allowed for more situations where carrying a concealed firearm is permissible. This new law does not change the process for obtaining a concealed carry license. For some brief background, in order for someone to obtain a concealed carry license in Ohio they must be at least 21 years old, be an Ohio resident for at least 45 days, and be a resident of their county for at least 30 days. Additionally, an individual must satisfy certain educational requirements; typically this is met by completing a course of instructions that includes at least 8 hours of training with a minimum of 2 hours of in-person training and range time. Other types of military or law enforcement training may also meet this educational requirement. After satisfying these initial conditions, the applicant must contact the local sheriff where he or she will complete a background check, provide fingerprints, verify an acceptable form of I.D., collect required payment for the concealed carry license, and review the application and educational requirements of the individual. After this, the sheriff will determine whether or not to issue the concealed carry license, and if he or she grants it, the individual is a licensed concealed carrier for a period of five years.

While the law established on March 21 does nothing to change the application process, it did increase the areas where a concealed carrier could carry their weapon without committing a crime. Employers can no longer prohibit a concealed carry permit holder from having a handgun in the employers parking lot provided the firearm is in a vehicle while the licensee is physically present or the firearm and any ammunition are locked in a trunk, glove box, or other enclosed compartment and the vehicle is in a permitted location. Employers can still prohibit individuals from bringing concealed firearms in to their buildings. This new law also expands the right to carry a gun in a vehicle in a school zone, in certain areas of airports, and on college campuses as long as it is not specifically stated otherwise by the university. It also permitted the permit holder to enter a child daycare facility as long as there is no sign explicitly stating otherwise.

These revisions to the state of Ohio’ concealed carry law additionally provide some protections for a business owner from civil liability. Specifically included in the law is that business owners cannot be held responsible in a civil action for the actions of someone with a concealed weapon on their property absent a malicious purpose on the part of the employer.

This new law is meant to protect those with a concealed carry license from unintentionally carrying a weapon into an illegal zone. By expanding where licensed people can carry their handgun, it provides more legal protection for well-meaning, and properly trained, people who may accidentally bring their firearm in a prohibited area. Someone with a license will no longer be punished for accidentally leaving their gun in their car at work, at their child’s school, or dropping someone off at the airport. If you have questions about where you can carry your firearm or have been charged with unlawfully carrying your handgun, even as a licensed concealed carry member, do not hesitate to call us at Dagger Law.