SB 33: Allow employers to post certain labor law notices on the internet - Ohio

As Passed by the House → As Enrolled · 6 edits · Apr 21, 2025

MODERATE

This bill allows employers in Ohio to post certain labor law notices on the internet instead of only posting them physically on the premises. The changes apply to multiple sections of the Revised Code covering minor employment, wage summaries, public works contracts, workers' compensation, and employer notices. This modernizes compliance requirements by giving employers flexibility in how they provide required information to employees.

Scope change

The bill expands the scope of how employers must post required notices and summaries. Previously, most notices had to be posted physically on the premises where employees work. Now, employers can post these notices on the internet in a manner accessible to their employees, while still maintaining the option to post them physically.

REQUIREMENT

Minor employment abstracts can now be posted on the internet instead of only on the premises, though physical posting remains an option.

Employers subject to labor law summaries can now post them on the internet in addition to physical posting on the premises.

Public works contractors can now post wage rate schedules on the internet instead of only at the work site.

Workers' compensation coverage notices can now be posted on the internet in addition to physical posting at the workplace.

Public employers can now post employee rights notices on the internet instead of only through physical posting.

TECHNICAL

Formatting changes converted the bill from House-passed format to Senate-enrolled format, including reorganization of sections and removal of page numbers.

As Passed by the Senate → As Passed by the House · 5 edits · Apr 2, 2025

MODERATE

This bill allows employers to post certain labor law notices on the internet instead of only on physical premises. The changes expand where employers can display required notices, making them accessible to employees online while maintaining the option to post them physically. This provides flexibility for employers while ensuring employees can still access important information about their rights.

Scope change

The bill's scope expanded from requiring notices to be posted only on physical premises to allowing internet posting as an alternative method, while maintaining physical posting options for most requirements.

REQUIREMENT

Minor employment notices can now be posted on the internet in addition to physical premises, making them accessible to employees online

Workers' compensation coverage notices can be posted on the internet instead of only at physical workplaces

Prevailing wage rate schedules for contractors can be posted on the internet in addition to physical work sites

Public employer risk reduction notices can be posted on the internet to inform employees of their rights and obligations

TECHNICAL

Formatting and layout changes to the bill text, including reorganization of sections and removal of page numbers

As Introduced → As Passed by the Senate · 6 edits · Mar 5, 2025

MODERATE

This bill allows employers to post certain labor law notices on the internet in addition to physical locations, expanding how workers can access important employment information. The changes apply across multiple labor law sections covering minor employment, prevailing wages, workers' compensation, and public employer obligations. The bill also adds new provisions for drug and alcohol testing in workers' compensation cases, establishing presumptions of intoxication based on chemical test results.

Scope change

The bill expands the scope of where employers must post labor law notices from physical locations only to include internet posting, making employment information more accessible to workers who may not visit physical workspaces regularly.

REQUIREMENT

Employers can now post labor law notices on the internet in addition to physical locations, making information more accessible to employees who may not visit the workplace regularly.

New provisions require employers to post written notice about chemical test consequences for workers' compensation eligibility, with internet posting as an option.

Public employers must now maintain records of employee exposure to toxic materials and allow employees to observe monitoring or access exposure records.

Prevailing wage contractors must post wage rate schedules on the internet in addition to physical locations, ensuring workers can access pay information online.

ELIGIBILITY

New intoxication presumptions establish when employees are considered intoxicated for workers' compensation purposes based on chemical test results within specific timeframes after injury.

ENFORCEMENT

Enforcement officials can now require employers to provide evidence of age for employees appearing under eighteen, with specific procedures for verification.

Allow employers to post certain labor law notices on the internet

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