- Subject to certain exceptions, Section 4113.15 of Title 41 of Ohio law declares that the employee must receive payment for his services within a month of the work's completion. Employers who do not pay their former employee for services rendered within this time period must also pay the greater of 6 percent interest or $200. This law does not contain an exception for an employee dismissal. Employers must pay other forms of compensation, such as vacation or bonus pay, within 60 days.
- The discharged Ohio employee must file a legal action in court to enforce his unpaid wage claim. Money spent on attorney's fees and legal costs are recoverable as part of the court action. (See Resources.)
- Certain unemployed Ohio workers qualify for continued pay after receiving a termination notice. The Ohio Department of Jobs and Family Services administers the state's unemployment compensation program. Workers may file an application with the department online at the uneployment.ohio.gov Web portal. The applicant must describe the reason for her termination. Applicants must answer this question honestly, because dishonest claimants are subject to prosecution for fraud. Fired employees may not be eligible for unemployment compensation. The department may deny funding if the employee was fired for just cause. Ohio law allows the employer to demonstrate just cause. Just cause includes termination for failure to perform the necessary job, neglecting job responsibilities and violating established rules. State law allows employers and claimants to appeal the Department's eligibility determinations to the Ohio Unemployment Compensation Review Commission.
- The Oklahoma Department of Commerce's Bureau of Labor and Worker Safety Wage and Hour Division receives minimum and prevailing wage complaints from Ohio employees. Fired workers may submit a claim to this agency if their former employer did not follow Ohio's prevailing and minimum wage laws.
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