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Columbus, Ohio Ordinance Prohibits Employers from Inquiries into an Applicant’s Salary History

Client Alert

Effective March 1, 2024, Columbus employers are prohibited from inquiring into an applicant’s salary history. Specifically, the ordinance provides that it is an unlawful discriminatory practice to:

  • Inquire about the salary history of an applicant for employment;
  • Screen job applicants based on their current or prior wages, benefits, other compensation, or salary histories (including requiring that an applicant's history satisfy minimum or maximum criteria);
  • Rely solely on the salary history of an applicant in deciding whether to offer employment to an applicant, or in determining the salary, benefits, or other compensation; and
  • Refuse to hire or otherwise disfavor, injure, or retaliate against an applicant for not disclosing salary history.

Additionally, employers may not communicate with an applicant's current or prior employers to obtain an applicant’s salary history. Moreover, employers may not search publicly available records for the purpose of obtaining an applicant’s salary history. However, these prohibitions do not bar employers from discussing an applicant’s expectations regarding salary, benefits, and other compensation.

As defined by the ordinance, an “applicant” is any person applying for employment (whether interviewed or not) to be performed within the City of Columbus and whose application (in whole or in part) will be solicited, received, processed, or considered in the city of Columbus. An “employer” is defined as employing 15 or more persons within Columbus. Job placement and referral agencies are deemed employers when they operate on behalf of an “employer” as defined by the ordinance.

In response to an employer’s violation of the ordinance, an applicant may file a complaint with the Community Relations Commission. Depending on the number of violations, employers could face up to $5,000 in civil fines.

As provided within its text, the ordinance’s purpose is to eliminate hiring practices that “perpetuate issues of systemic discrimination related to the wage gap and wealth gap for women, especially women of color.”

In preparing for March 1, Columbus employers should assess and modify their current hiring practices to comply with the ordinance once it is in effect.

Should you have any questions regarding the ordinance or its implications, please contact BMD Member Daphne Kackloudis at dlkackloudis@bmdllc.com.


Corporate Transparency Act Overhauled: U.S. Entities No Longer Required to Report

The Department of Treasury has issued an interim final rule significantly altering the Corporate Transparency Act (CTA). As of March 21, 2025, all U.S.-created entities and their beneficial owners are exempt from reporting requirements. Only non-U.S. entities registered to do business in the U.S. must still report, but they are not required to disclose U.S. citizen owners. Business owners should stay informed on these changes and consult legal counsel for compliance guidance.

ODM to Implement Medicaid Work Requirements: What Providers and Medicaid Expansion Recipients Need to Know

The Ohio Department of Medicaid (ODM) has submitted a waiver to impose work requirements for Medicaid expansion recipients. If approved, the new eligibility criteria will take effect on January 1, 2026. A federal public comment period is open until April 7, 2025.

Ohio Appellate Court Rules in Favor of Gender-Affirming Care

On March 18, 2025, the 10th District Court of Appeals in Franklin County ruled that Ohio’s House Bill (HB) 68, which restricts puberty blockers and hormone therapy for minors seeking gender-affirming care, violates the Health Care Freedom Amendment and is therefore unenforceable. The court found that the law unlawfully interferes with parental rights and medical decision-making. The case, Moe v. Yost, has been remanded, and Ohio Attorney General Dave Yost intends to appeal.

HHS Revokes Public Comment Requirement on Certain Policy Changes

The U.S. Department of Health and Human Services (HHS) has revoked the Richardson Waiver, eliminating the requirement for public notice and comment on certain policy changes. This decision allows HHS to implement new policies more quickly, potentially affecting healthcare funding rules like Medicaid work requirements. While it speeds up policymaking, it also reduces opportunities for stakeholder input, raising concerns over transparency and unintended consequences for healthcare providers, states, and patients.

Don't Get Caught Dazed and Confused: Another Florida Court Weighs in on Employer Obligations to Accommodate Medical Marijuana Use

A Florida trial court ruled in Giambrone v. Hillsborough County that employers may need to accommodate off-duty medical marijuana use under the Florida Civil Rights Act (FCRA). This contrasts with prior rulings and raises new compliance challenges for employers. With the case on appeal, now is the time to review workplace drug policies.