With the Obama administration’s recent surprise delay regarding the enforcement of the employer mandate under the Affordable Care Act, our colleagues at Employee Benefits Law Report have posted a summary. Given the impact to many businesses, regardless of industry, we wanted to take a moment and share the post with you.
Many employers who infrequently deal with Ohio prevailing wage requirements often ask us how to determine whether Ohio’s prevailing wage will apply to their project. The most practical consideration is to determine whether prevailing wages apply to your project before bidding for work or seeking bids for subcontractors. Oftentimes companies who aren’t thinking about prevailing wages on the front end can have it unexpectedly derail their project budget and/or cause disputes with its subcontractors over the appropriate wages to be paid.
Consistent with this, we thought it helpful to list a few things for employers to think about when they are considering this question.
1. “Public Improvement”
Determine whether your project meets the definition of “public improvement” under Ohio Revised Code Chapter 4115. This includes “all buildings, roads, streets, alleys, sewers, ditches, sewage disposal plants, water works, and all other structures or works” constructed by a public authority or pursuant to a contract with a public authority, such as the state of Ohio, a county, or other political subdivision.…
As much as everyone loves them, the holidays create increased risk of employer liability and can result in a long list of legal problems for an unprepared employer. Our colleagues over at Employer Law Report have provided their top five holiday headaches for employers and compiled their posts into an eBook with a bonus stocking stuffer FMLA-holiday Q&A.
Check out their post which covers:
- Avoiding Holiday Party Liability When the Office Santa Tries to Teach His Employees a Few “Reindeer Games”;
- Being Inclusive Without Being A Grinch;
- “Holiday Attire” Does Not Include “Beer Goggles”;
- Holiday Pay and How Not to Get Scrooged by The FLSA;
- What if Santa Was the One Who Got Run Over By a Reindeer?; and
- Three FMLA Stocking Stuffers: How to Avoid a Big Lump of Coal (bonus).
Anyone familiar with the construction industry is aware that contractors and suppliers can protect their right to obtain payment on the project by filing a mechanics’ lien on the property. Those same protections are also available for companies working on the construction of oil and gas wells and pipelines. However, oil and gas projects are treated differently than other construction projects under Ohio’s mechanics’ lien statute, and there are several traps for the unwary. This post sets out the basic guidelines for preserving lien rights on oil and gas well and pipeline projects – with a particular emphasis on how the procedures differ from those on other construction projects. This post also explains how an owner of an oil and gas project can protect itself from “hidden liens” and the risk of double payment.
What is Covered?
Porter Wright’s Labor and Employment Practice will host their Fall Employment Relations Seminar in Columbus on Tuesday, October 30. As some of the topics may be of interest, we wanted to share the information with you.
“What Lurks In the Shadows? Facing What Haunts Your Workplace” will focus on the following topics:
- Trick or Treat? The Shadowy Problems of Prescription Drug Use in the Workplace
- Who’s Really Under that Mask? How Far Can Employers Go to Vet Applicants
- Re-Vamping Your Evaluation Process Developing and Managing an Effective Feedback Process
- Finding Your Way Out of the Darkness: Crafting “Exit Strategies” for Problem Employees
For more information, click here.