
The Ohio Bureau of Workers Compensation (BWC) will set a schedule every year for both private and public employers. It's very important for employers to know what the dates are for these important deadlines, especially when the policy year begins and ends.
July 1st is the beginning of the 2019 policy year. This means that the 2018 BWC policy year won't end until June 30th.
True-up is a process that requires Ohio employers to report their payroll for the previous policy year. This allows the BWC to accurately calculate your premium. A true-up report is also necessary for maintaining your policy and your eligibility in your current rating plan or discount programs. This is important for all employers in the private sector because if you don't true-up, then you will not be eligible for programs in 2020.
There are a lot of crucial dates for Ohio employers to remember when it comes to the Ohio BWC schedule. As a third-party administrator, Spooner can help employers keep up on these important deadlines.
Our first step to keep Ohio Employers up to date on the BWC schedule is communication. Whether it's a phone call, email, and a quick video like this one, we make sure to keep all of our clients on track with these dates. We make sure you know what these deadlines are and when they're approaching. We are here for you to ask us questions about the process, what you need before these deadlines and anything else you might need clarification on.
If you are an Ohio Employer, whether private or public, Spooner is here to help you stay on schedule, so you do not miss out on any of the programs and benefits that the Ohio BWC has to offer you. Contact us today if you have any questions about this year's Ohio BWC schedule and its deadlines.

Posted By Brandy King
November 17, 2025
Category: Recruiting, Hr, Hiring
Earlier this year, we added a seasoned recruiter to our growing team of experts! Samantha Lafollette comes to us with over ten years of experience in the staffing and recruiting industries and also serves as the Northeast Ohio Area Director of the Ohio Staffing & Search Association. SuretyHR’s recruiting services can be utilized by any of our clients trying to find the right candidates for open positions. We can help evaluate your needs, develop a job description and implement a recruiting plan, handle interview scheduling and assist your team in narrowing down the candidate pools. Our flexibility and competitive fee structure could be exactly what your organization needs to enhance your in-house resources and find the best person for the role. To learn more about our recruiting services, please contact Samantha LaFollette directly
Posted By Brandy King
November 14, 2025
Category: Hr, Compliance, Human Resources, Payroll, Cleveland, Ohio, Hiring, Recruiting
Cleveland’s City Council approved a measure earlier this year prohibiting prospective employers from inquiring about an applicant’s salary history, and requires employers to include salary ranges in job postings. The new ordinance that became effective on October 27, 2025, applies to all Cleveland employers with 15 or more employees. The City of Cleveland is the latest of many municipalities (and even some states) across the U.S. that have passed similar laws in an effort to promote pay equity. Columbus passed a similar ordinance that took effect in 2024. Cleveland’s ordinance still permits discussing salary expectations with applicants, and doesn’t apply to applicants for internal transfer or promotion, salaries for positions set by collective bargaining agreements and governmental employers, other than the City of Cleveland itself. Considering the ordinance fails to define “salary range or scale,” complying with the new ordinance may leader employers to questions that don’t yet have answers. Employers found in violation of the ordinance may face civil fines up to $5000, depending on the number of violations within the last five years. If your business is based in the City of Cleveland and you have questions about how this may impact you, reach out to the SuretyHR team. If we aren’t able to directly answer your questions, we can engage our HR and legal partners to help you find the right
Posted By Brandy King
November 14, 2025
Category: Hr, Human Resources,
The final quarter of each year can be frustrating for HR departments and managers, as many companies choose to freeze their budgets this time of year. However, there are plenty of ways you can prepare for next year without much, if any, investment in 2025. Compliance: Make sure your organization has completed (and documented) required annual trainings, professional licenses are renewed, trade organization memberships renewed, etc. Review employee classifications, personnel files, etc. Compensation package review: Review pay structures for both hourly and salary, as well as benefits packages. You can use market comparisons, feedback from former employees’ exit interviews, and feedback from current employees to ensure you’re staying competitive. Remember: proactively paying employees what they’re worth is often easier (and less costly) than trying to match or beat a competitor’s offer to get them to stay put. Workforce Planning: Leadership should discuss potential for employee training for all levels of staff. Look back on the issues that have come up this year. What kind of knowledge and skills could help your staff avoid those pitfalls next year? Your local Chambers of Commerce, trade organizations, and consulting firms may have a lot more to offer than you realize! Employee Communication: Keep staff informed about important year-end info including benefit changes, holiday schedules, and tax documentation. It’s always a good idea to re
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