• Employee termination laws in Ohio ensure recourse for workers against unlawful job loss.Legal Law Justice image by Stacey Alexander from Fotolia.com
  
  Employee termination laws in Ohio deal with the rights of employees when it comes to dismissal from a job. Workers also receive protection from various federal regulations. Employees should understand what rules pertain to their circumstances and any limitations that might apply.
  
  

At-Will Employment

• Most employees in Ohio fall under the umbrella of "at-will" employment, which means the employer does need a reason to change the nature of the job or terminate an employee. The exception would be if the employee has an employment contract or works under a collective bargaining agreement. Alternatively, the employee may end his tenure at any time.
  
  

Discrimination

• Federal and Ohio laws make it illegal for employers to terminate employees based on certain protected classes, including race, age, religion and pregnancy. In addition, companies may not lay off or fire an individual because of her sex, disability or national origin. A person who believes the employer discriminated against her may file charges with the Ohio Civil Rights Commission or Equal Employment Opportunity Commission. Another approach for discriminatory termination involves hiring a private attorney and pursuing civil litigation.
  
  

Protected Practices

• Ohio regulations mimic certain federal laws that make termination a violation of an individual's rights who declines to violate a law, files a discrimination complaint or makes a whistle-blower claim. A whistle-blower reports abuses, wrongdoings or other inappropriate actions in the workplace that waste, misappropriate or mismanage resources. Retaliation by the employer against this person by firing him constitutes wrongful termination. This rule also covers individuals who take leave according to the Family and Medical Leave Act.
  
  

Union Contracts

• Some employees work under a bargaining agreement that stipulates an employer can only terminate an employee for "just cause," meaning the employer must have a sufficient reason to dismiss the employee. A legal explanation of "just cause" does not exist; each case is different and must pivot on its own facts. Some examples that may justify dismissal include an employee who knowingly violates work rules or performs job duties and work haphazardly.
  
  

Employment Contract

• Often, employees sign formal employment contracts, or employers may have employment handbooks that outline the valid reasons for which the worker can have his job terminated. An employer who dismisses an employee without having good cause as stated in the contract or work policy may face liability for breach of contract.