Photo of Jeradon Mura

Jeradon Z. Mura is an Associate in Hahn Loeser’s Cleveland office and is a member of the firm’s Labor & Employment practice area, where she guides clients through legal issues that may arise during the employment relationship, from hiring through termination. Jeradon counsels clients on employment-related matters, drafts employment agreements and policies, and conducts training on employment matters. Jeradon also advises on insurance coverage questions and represents clients in automobile and trucking litigation.

Jeradon’s practice is built on several years of insurance defense and civil litigation experience. She has experience counseling individuals and corporations through personal injury litigation from both the plaintiff and defense sides.

Prior to joining Hahn Loeser, Jeradon was a Litigation Consultant who advised on strategic defense of various high exposure and high sensitivity civil litigation matters. She also has extensive experience advising and training on legal and business implications of internal corporate policy choices as well as the impact of legislative changes on corporate practices.

Jeradon also served as a Judicial Intern for Judge Michael Jackson of the Cuyahoga County Common Pleas Courthouse and was a Legal Fellow with Human Rights Watch focusing on data privacy and civil rights advocacy, INTERPOL, the United Nations Assistance to the Khmer Rouge Trials, and the Public International Law & Policy Group.

Columbus’ new pay transparency law took effect on December 3, 2025, but enforcement does not start until January 1, 2027, giving Columbus employers ample time to update their hiring practices. Columbus, Cleveland, Cincinnati, and Toledo each have similar salary history laws on the books that prohibit inquiries into an applicant’s salary history. With the amendment

Effective October 27, 2025, Cleveland employers must comply with Ordinance No. 104-2025, which imposes strict requirements on salary transparency and bars inquiries into applicants’ compensation history. For easy reference, collected below are the key provisions of the ordinance and actionable steps for compliance.

Who is covered?

The ordinance applies to any employer with 15 or