News and Updates
Category: Ohio
Unemployment Services with Spooner
If you haven’t considered trusting Spooner’s family of companies with managing your unemployment claims, maybe you’re not sure what it entails and how much time and hassle it could save. You may have also tried outsourcing this to another vendor in the past and found that their approach really didn’t save you much of anything. The team at Spooner Risk Control (which encompasses both Spooner Inc and SuretyHR) boasts over 15 years of experience managing unemployment claims, including an attorney that will represent your company at hearing. Many clients that are new to using our unemployment services have shared that past vendors still required them to log into their portal, submit all the responses and paperwork, then the vendor would send to the state. Our approach is to simply ask for the documentation, submit, and take care of everything. As an unemployment services client, you’d be asked to sign a third-party representation form that will allow any unemployment-related forms and letters to come directly to us so you’re not always the go-between. Here’s a run-down of the services you can expect as an Unemployment Services client: Monitor and report all new unemployment claims and notifications Submission of claims and responses after requesting information from the employer and submission of any rebuttals File and submit appeals on any base period unemployment notifications or allowed claims File appeals to the
Cleveland Bans Inquiries on Applicant Salary History
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
Update on Non-Compete Ban for 2025
FTC’s Non-Compete Ban Blocked, But Gray Area Remains In early 2023, the Federal Trade Commission (FTC) introduced and finalized a rule banning the use of non-competes. Employers, Chambers of Commerce and trade organizations rallied against the new rule claiming it was anti-employer, some going as far as calling it “blatantly awful.” As expected, the change was met with litigation and in August of 2024, the ban was struck down by a federal judge in Texas who claimed the FTC overstepped its authority by issuing the rule. A non-compete (or non-competition agreement) is an agreement in which the employee agrees not to engage in conduct or activities that could increase competition for their employer. These types of arrangements are prevalent in finance, healthcare, design, tech and all types of sales or business development roles. They’re meant to protect things like trade secrets, privileged info and client retention. Non-competes aren’t the same as non-solicitation clauses. These agreements err more toward not calling on your former clients in your new role. Here’s an example of differentiating between the two. Non-Compete: “Upon leaving ABC Company, you may not engage in a similar role for another insurance company within a 50-mile radius.” Non-Solicitation: “Upon leaving ABC Company, you may not solicit (contact/call on) clients of ABC Company in your new role with another insurance company.” For now, bo
The Big Myth About Salary Continuation
Since we get so many questions from clients and prospects about salary continuation, we published a white paper on the topic. A lot has changed in regards to how salary continuation can impact your policy and premiums, but no one else seems to be educating Ohio employers about it. We have all the details - just fill in the form below and you'll have the information at your
OSHA Region 5 Hearing Conservation Focus
OSHA’s Region 5, which includes Ohio, Michigan, and Indiana, issued a press release announcing a Regional Emphasis Program (REP) for Exposure to Noise Hazards in the Workplace. The goal of the REP is to encourage employers to take steps to identify, reduce, and eliminate hazards associated with exposure to high levels of noise. Prior to the initiation of enforcement, a three-month period of education and compliance assistance to the public will be conducted to support the efforts of the Agency in meeting the goals of the REP. Enforcement related to this REP will begin on September 01, 2021. By law, OSHA requires employers to implement a hearing conservation program when the average noise exposure over eight working hours reaches or exceeds 85 decibels, which the Centers for Disease Control compares to the sound of city traffic (from inside the vehicle) or a gas-powered leaf blower. Nearly one in 10 people endures noise levels at work loud enough to cause hearing loss while seven in 10 experience moderately loud noise levels. A Bureau of Labor Statistics Survey published in 2019 found that more than half of the nation’s manufacturing workers reported not using personal protective equipment (PPE) to protect their hearing. If you have concerns regarding noise levels in your facilities, reach out to Spooner’s Safety team at
