Westerville, OH Employment LawyersFightingfor Franklin County
Workers' Rights

Frequently Asked Questions About Westerville Employment Law

• What types of Westerville employers typically face class action wage violations?

  Large corporations with standardized pay policies often create systematic violations across multiple employees. In Westerville, we frequently see violations at corporate headquarters, call centers, retail chains, restaurants, and healthcare facilities. Companies like Cardinal Health, Chase operations, and major retail employers sometimes implement policies that inadvertently violate wage laws, making class actions particularly effective for addressing widespread harm.

• How does the Ohio Prompt Pay Act affect Westerville workers' final paychecks?

  Under Ohio Revised Code Section 4113.15, employers must pay all wages due within a reasonable time after employment ends. For Westerville workers, "reasonable time" typically means the next regular payday but can extend up to 30 days. Violations can result in liquidated damages until payment is made, along with additional penalties. Unlike federal law, Ohio's Prompt Pay Act provides stronger protection for final wage payments, particularly for commissioned employees or those with complex pay structures.

• Can Westerville employees be fired for filing wage and hour complaints?

  Absolutely not. Both federal and Ohio law prohibit retaliation against employees who file wage complaints, participate in Department of Labor investigations, or join class action lawsuits. Retaliatory termination can result in reinstatement, back pay, and additional damages. In Westerville cases, we often see retaliation claims that strengthen the underlying wage violation case and provide additional recovery for affected workers.

• What should Westerville workers know about meal and break requirements in Ohio?

  Ohio law doesn't require meal or rest breaks for adult employees, but when employers provide them, they must consistently follow their own policies. Many Westerville employers create liability by establishing break policies in employee handbooks but failing to ensure workers can actually take them. When supervisors pressure employees to work through breaks or automatically deduct meal periods regardless of whether breaks were taken, wage violations occur.

• How do Ohio's overtime exemptions affect Westerville office workers?

  Many Westerville office workers incorrectly believe they're exempt from overtime simply because they're salaried. Ohio follows federal overtime rules. To be exempt from these rules, employees must earn at least $684 per week ($35,568 annually) in 2026 and perform primarily executive, administrative, or professional duties. Simply being paid a salary or having a professional title doesn't create an exemption. We frequently find misclassified employees at Westerville corporate facilities who are entitled to substantial overtime back pay.

• What are the deadlines for filing employment claims in Franklin County?

  Ohio employment claims have strict deadlines that vary by claim type. FLSA wage violations generally allow two years for filing (three years for willful violations). Ohio discrimination claims require EEOC charges within 300 days, while Ohio Civil Rights Commission complaints must be filed within two years. Missing these deadlines can destroy otherwise valid claims, making early consultation essential.

• How does Senate Bill 47 affect class actions for Westerville workers?

  Ohio's Senate Bill 47 (enacted in 2022) eliminated "hybrid" class actions for wage claims, meaning most wage-and-hour class actions must now proceed under federal procedures. This requires affected employees to actively "opt in" rather than being automatically included. While this creates additional procedural requirements, federal class actions often provide stronger remedies and allow for broader geographic scope, benefiting Westerville workers employed by multi-state companies.