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
On October 14, 2025, Cuyahoga County Council voted to pass the Creating a Respectful and Open World for Natural Hair (“CROWN”) Act. This new ordinance bans discrimination based on hair texture and style, if such hair texture or style is “commonly associated with a particular race or national origin.” The ordinance lists hair that is
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.
The ordinance applies to any employer with 15 or
In the July 2025 issue of the Illinois Local Government Lawyers Association Journal, Hahn Loeser attorneys Matthew K. Grashoff, Matthew F. Wagner and J. Patrick White were heavily referenced in the Director’s Column by ILGL President Patricia Johnson Lord, who also serves as Senior Assistant Attorney for the City of Naperville.
At the April
On April 2, we reported that Judge Matthew Kennelly of the U.S. District Court for the Northern District of Illinois had issued a temporary restraining order blocking the Department of Labor from enforcing certain provisions of Executive Orders 14173 and 14151, both of which limit or prohibit federal grants or programs relating to “illegal,” “unlawful,”
The Federal Trade Commission’s effort to ban non-compete agreements has been upended by a U.S. District Judge in Texas. As a result, the non-compete ban will not go into effect nationwide.
The Judge ruled the Commission lacked authority to write regulations restricting what the law calls “unfair methods of competition.” The non-compete ban, issued in
For decades, employers have depended on the rule that transferring or reassigning an employee would not give rise to an actionable discrimination claim, as long as such an action did not “significantly” change an employee’s pay or benefits. Employers, however, may no longer rely on that rule following the Supreme Court’s recent decision in Muldrow
On April 23, 2024, the Federal Trade Commission voted 3-2 to issue a final rule that bans most worker noncompete agreements. See Fed. Trade Comm’n, Non-Compete Clause Rule, RIN2084-AB74 (Apr. 23, 2024). The final rule, which becomes effective September 4, 2024, provides that it is an unfair method of competition for employers to
On April 23, 2024, the U.S. Department of Labor (DOL) announced that effective July 1, 2024, the salary threshold for the overtime exemption for employees employed in a bona fide executive, administrative, or professional capacity will increase from $684 per week ($35,568 per year) to $844 per week ($43,888 per year). The salary threshold will
On January 26, 2024, the U.S. Department of Labor’s (“Department”) Office of Solicitor (“SOL”) published its FY2023 Enforcement Report (“Enforcement Report”). The report provides an insight into the Department’s labor and workplace safety initiatives and enforcement focus. The messaging in the Enforcement Report is consistent to what Hahn Loeser & Parks LLP has seen and