Navigating Compliance with Confidence: Insights for Ohio Educators
For Ohio school leaders and HR professionals, legal compliance is not just about checking boxes—it is about building trust, ownership, and professionalism into every staffing decision. That’s the core message of the recent Compliance Corner: Your Guide to Legal and Ethical HR Practices session, part of our recent The Heart of It All series. This session covered foundational state and federal employment laws, serving both as an introduction for new learners and a timely refresher for experienced educators.
Why Compliance Matters
“Employment laws can be complex—and often, the gray areas create the most uncertainty,” said presenter Dr. Kate Heynoski.
Questions like “Is it okay to ask that on a job application?” or “Can I use this phrase in a job post?” are common, even among experienced professionals.
In today’s legal landscape, educators must be well-versed in compliance fundamentals. Key federal protections—such as those outlined in Title VII and the Americans with Disabilities Act (ADA)—play a significant role, along with Ohio-specific provisions like ORC 4112.02, which prohibits discriminatory language in job postings and includes military status as a protected class.
Real Scenarios, Real Risks
True stories from actual recruitment and hiring practices in schools help clarify the risks. For instance, a job post on one district’s social media encouraged “recent college graduates” to apply. Although well-intentioned, this phrase can unintentionally discourage older applicants and risk violating age discrimination laws.
In another example, a school newsletter described a position as “great for stay-at-home moms.” While meant to sound inviting, this language may be perceived as gender-specific and potentially discriminatory toward male candidates or others who do not identify with that role.
What’s the takeaway? Welcoming, compliant language is essential. Job ads should emphasize skills, responsibilities, and scheduling flexibility—without making assumptions about who the ideal candidate might be.
Recruitment Starts with Job Descriptions
Compliance does not start during the interview—it begins before you even post a job. One of the strongest tools you have is a clear, accurate job description. It serves as your legal foundation for decisions about pay, performance, and accommodations.
When reviewing job postings, ensure they are free from any references to protected characteristics and that they reflect the true demands and qualifications of the role. With pay transparency laws growing in prominence, it is also wise to include salary ranges where required or when feasible.
Use Caution with Pre-Employment Questions
Be mindful of the questions on job applications and during interviews. Inquiries about topics like graduation year, bankruptcy, or arrests (as opposed to convictions) raise legal and ethical red flags. These types of questions can inadvertently influence hiring decisions in a discriminatory way and should be avoided unless they are directly job-related and legally permissible.
Ensure that all staff involved in recruitment and hiring receive training on legally compliant employment practices. A common pitfall occurs during casual conversations intended to put candidates at ease. For example, asking an applicant “Do you have any children enrolled in the school district?”—as highlighted in one worksheet scenario—can be problematic. While it may feel like small talk, it is problematic under federal and state law due to potential gender discrimination concerns.
Best Practices for Staying in Compliance
Districts can take the following practical steps to ensure hiring practices remain legally sound:
Review and update job descriptions at least every three years.
Provide training for all staff involved in hiring on compliance fundamentals.
Standardize interview processes and evaluation criteria across the organization.
Consult legal counsel when decisions may have legal implications.
Final Thoughts
“Compliance is not just a legal responsibility—it is a way to foster fairness and professionalism in every hiring decision. By learning from real-life examples and staying current on best practices, Ohio educators can feel confident navigating the HR landscape with clarity and care,” said Dr. Heynoski.
For more resources, explore federal guidance through the U.S. Equal Employment Opportunity Commission, or download these resources from the Compliance Corner: Your Guide to Legal and Ethical HR Practices session:
