Ohio’s new Pay Stub Protection Act went into effect earlier this week, modifying and clarifying what must be included in an employee’s pay statement.

What are the new requirements for employers?

Ohio’s new Pay Stub Protection Act went into effect earlier this week, modifying and clarifying what must be included in an employee’s pay statement. The Act requires all Ohio employers to provide pay statements to employees each pay period and mandates that every employee pay statement include the following information:

• The employee’s name,
• The employee’s address,
• The employer’s name,
• The total gross wages earned by the employee during the pay period,
• The total net wages paid to the employee for the pay period,
• A listing of the amount and purpose of each addition or deduction from the wages paid to the employee during the pay period, and
• The date the employee was paid and the pay period covered by that payment.

In addition to the above, employees who are paid on an hourly basis must also receive:

• The total number of hours the employee worked in that pay period,
• The hourly wage rate at which the employee was paid, and
• The employee’s hours worked in excess of forty hours in one workweek.

Ohio employers must provide their employees with their pay statements in writing or electronically for each pay period on the employer’s regular paydays. If an employer fails to provide this information on an employee’s pay statement, the employee may request this information in writing. The employer has ten days to supplement this information to the requesting employee, otherwise the employee may report the violation to the Director of Commerce.

Takeaways

Ohio employers should promptly review their employee pay statements to ensure compliance with these new requirements. If a third-party vendor prepares your employee pay statements, you should contact them as soon as possible to ensure this additional information is included for the next pay period, as this change is not always made by vendors on their own initiative. If there is a delay in updating your pay statements with this complete information, employers can proactively provide any missing information directly to employees, or it can be provided in response to individual requests.

Porter Wright Morris & Arthur, LLP attorneys regularly assist employers across the nation with pay statement requirements and other pay compliance issues. If you have a specific question or circumstance and need assistance, please reach out.