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Summary of differences between federal and state regulations
Employer defined
“Employer” means the state of Ohio, its instrumentalities, and its political subdivisions and their instrumentalities, any individual, partnership, association, corporation, business trust, or any person or group of persons, acting in the interest of an employer in relation to an employee. The term does not include an employer whose annual gross volume of sales made for business done is less than $150,000, exclusive of excise taxes at the retail level which are separately stated.
Unlawful employment practices
The unlawful employment practices regarding wage discrimination are substantially similar to those under the federal Equal Pay Act. For example, the state law provides exemptions for wage differentials based on a seniority system, a merit system, a system which measures earnings by the quantity or quality of production, or a wage rate differential determined by any factor other than race, color, religion, sex, age, national origin, or ancestry.
Recordkeeping
Every covered employer must make and keep for not less than three years a record of the name, address, and occupation of each employee, the rate of pay and the amount paid each pay period to each employee, the hours worked each day and each work week by the employee, and other information as the director of Commerce prescribes by rule.
Posting
Every covered employer must keep a summary of the law, approved by the director of Commerce, and copies of any applicable rules or a summary, posted in a conspicuous and accessible place in or about the premises wherein any person subject thereto is employed.
Employment Law Uniformity Act
State
Contact
Ohio Department of Commerce, Division of Labor and Worker Safety, Wage and Hour Bureau
Regulations
Ohio Revised Code – Minimum Fair Wage Standards - Chapter 4111
Federal
Contact
Equal Employment Opportunity Commission (EEOC)
Regulations
29 CFR Part 1620, The Equal Pay Act
29 CFR 1621, Procedures — The Equal Pay Act