<![CDATA[AGC of Ohio | Associated General Contractors of Ohio

<![CDATA[AGC of Ohio | Associated General Contractors of Ohio - AGC OH News]]>Fri, 10 Jul 2026 20:18:30 -0400EditMySite<![CDATA[Ohio Attorney General Issues E-Verify Compliance Notice for Nonresidential Construction Employers]]>Wed, 01 Jul 2026 17:18:56 GMThttps://www.agcohio.org/news/ohio-attorney-general-issues-e-verify-compliance-notice-for-nonresidential-construction-employersThe Ohio Attorney General’s Office recently distributed a notice reminding contractors, subcontractors, and labor brokers of Ohio’s E-Verify requirements applicable to nonresidential construction projects. A copy of the Attorney General’s letter is attached for your reference.

Ohio law, effective March 20, 2026, requires contractors, subcontractors, and labor brokers performing nonresidential construction work to use the federal E-Verify system as part of their employment eligibility verification obligations. The Attorney General’s Office has also reminded employers that it is responsible for investigating complaints and enforcing the statute, including the civil penalties and potential debarment provisions established by Ohio law.

AGC of Ohio Member Advisory
While the Attorney General’s letter provides important notice of the new law, AGC of Ohio believes an unresolved issue remains regarding the interaction between Ohio’s statute and the federal E-Verify program.

Federal E-Verify rules generally permit employers to create E-Verify cases only for newly hired employees within the prescribed federal timeframes. Federal program rules generally do not authorize employers to use E-Verify to verify existing employees, except in limited circumstances required by federal law or certain federal contracts.
Ohio’s statute, however, contains language that could be interpreted more broadly, creating uncertainty regarding existing employees hired before the law took effect or before an employer became subject to its requirements.
At this time, the State has not issued guidance reconciling this apparent inconsistency between Ohio law and the federal E-Verify program.

Accordingly:

There is no uncertainty regarding new hires. Employers should continue to use E-Verify for all newly hired employees performing work covered by the statute, consistent with federal E-Verify requirements.
Existing employees present a more complicated issue. Because federal E-Verify rules generally prohibit employers from initiating E-Verify cases for current employees outside of limited circumstances, employers should consult legal counsel regarding the appropriate approach until additional guidance is issued by the State or the federal government.

AGC of Ohio will continue to monitor developments and will promptly advise members if additional guidance or clarifying legislation becomes available.

]]><![CDATA[AGC of Ohio Advocacy Update - April 30, 2026]]>Thu, 30 Apr 2026 13:13:34 GMThttps://www.agcohio.org/news/agc-of-ohio-advocacy-update-april-30-2026

]]><![CDATA[Controlling Costs with the Disability Relief Program]]>Thu, 02 Apr 2026 14:35:10 GMThttps://www.agcohio.org/news/controlling-costs-with-the-disability-relief-programThe Ohio Bureau of Workers’ Compensation (BWC) offers the Disability Relief Program (formerly known as Handicap Reimbursement) to potentially offset claim costs and encourage employers to hire and retain employees with disabling conditions. Ohio Revised Code 4123.343 recognizes 26 conditions/disabilities under which, in some circumstances, the employer may be eligible for reimbursement of partial claim costs. The disability percentage awarded by BWC will reduce claim costs without reducing the injured worker's benefits. The reduced claim costs can result in sizable premium reductions.

Eligibility Requirements
If an employee suffers a lost-time industrial injury/ occupational injury or death, the claim may be eligible for disability relief if it can be shown that the disability pre-existed the industrial injury or occupational disease and either caused the claim or contributed to increased costs or delay in recovery. Additionally, one of the following benefit types must have been paid in the claim:

Temporary total compensation
Permanent total disability
Permanent partial-scheduled loss
Survivor benefits
Wages in lieu of temporary total disability

Application Filing Deadlines
Private Employers:

If the date of injury is between Jan. 1 and June 30, the application must be filed by June 30 of the year no more than six years from the year of the date of injury or occupational disease.
If the date of injury is between July 1 and Dec. 31, the application must be filed by June 30 of the year no more than seven years from the year of the date of the injury or occupational disease.

Public Employers:

A public employer must file the application by Dec. 31 of the year no more than six years from the year of the date of the injury or occupational disease.

The Sedgwick cost containment team reviews claims that meet the eligibility requirements for disability relief, files applications, and attends disability hearings on behalf of our Ohio TPA clients.

If you have any questions, contact our Sedgwick program manager, Dave Deyo, at 614-3765401 or david.deyo@sedgwick.com.

Content courtesy of

]]><![CDATA[Power Tool Safety at Work: Protecting People, Productivity, and Property]]>Thu, 02 Apr 2026 04:00:00 GMThttps://www.agcohio.org/news/power-tool-safety-at-work-protecting-people-productivity-and-property Power tools play an essential role in many industries, including construction, manufacturing, and maintenance. Examples of some power tools include circular saws, drill presses, bench grinders, air hammers/chisels, concrete drills, and torque wrenches. Even though these tools increase efficiency, they also introduce risks when not used properly. Injuries such as lacerations, eye injuries, musculoskeletal disorders (MSD’s), amputations, and even hearing loss can lead to lost time, costly claims, and long‑term physical harm. So, it is important that employers foster a strong culture of power-tool safety to ensure a safe workplace.

An effective way to develop training on power tool safety is to review the safe work procedures outlined in the manufacturer’s recommendations. Let’s look at some commonly used safety practices and recommendations:

Understand the hazards that power tools can expose workers to, including:

·       Lacerations and punctures from sharp or fast‑moving blades or bits.
·       Electrocution from damaged cords or improper grounding.
·       Eye injuries from flying debris.
·       Hearing damage from loud or prolonged operation.
·       Ergonomic injuries from vibration or awkward handling.
·       Fire hazards from sparks or overheating motors.

Encourage employees to stay alert and make safe decisions when operating the power tool.

Inspect tools before, during, and after use. Employees should look for:

·       Damaged or missing guards.
·       Cracked housing.
·       Frayed electrical cords or exposed wiring.
·       Battery damage or leaks.
·       Properly functioning switches and controls.
·       Excessive noise, vibration or overheating.

If you find something wrong with the tool, stop using it immediately, tag it, and remove it from service.

Incorrect use of a power tool is one of the most common reasons for injury. When operating tools, employees should:

·       Select the tool specifically designed for the task.
·       Avoid forcing a tool beyond its intended capacity.
· Ensure accessories, such as bits, blades, and discs, are the correct size and type.
·       Never modify or remove safety guards.

The “right tool for the job” mindset reduces the risk of injury and helps prevent tool damage.

Personal Protective Equipment (PPE) acts as a layer of defense, and employees must ensure they wear the appropriate PPE, which may include:

·       Safety glasses and / or face shields.
·       Cut‑resistant or impact‑resistant gloves.
·       Hearing protection such as earplugs or earmuffs
·       Steel-toed boots.
·       Dust masks or respirators.

Workers must be trained on the appropriate PPE for the specific tool, potential hazards, and the work environment.

Long-term safety requires regular attention to equipment, proper storage, and maintenance. To achieve this, employees can:

·       Store tools in clean, dry, secure areas.
·       Keep cutting tools sharpened to reduce kickback.
·       Follow manufacturer maintenance schedules.
·       Recharge and store batteries correctly.
·       Perform regular inspections for safe operation.

A proactive maintenance program reduces downtime and protects workers from preventable hazards.

Safety relies on open communication so employers should encourage employees to:

·       Report damaged tools.
·       Notify supervisors of unsafe usage.
·       Ask for assistance if needed.
·       Participate in refresher training.
·       Share near‑miss incidents to prevent future accidents.

Organizations benefit when safety becomes a shared responsibility rather than an individual task.

Power tools make work efficient, but they require respect, training, and care. By understanding hazards, using proper PPE, inspecting tools, and maintaining clean work environments, employees can dramatically reduce the risk of accidents. For employers, promoting a culture of safety not only protects their workforce but also improves performance, reduces costs, and strengthens compliance.

If you would like to know more about Sedgwick’s safety services or would like to schedule a confidential consultation, please contact Andy Sawan at andrew.sawan@sedgwick.com or 330-819-4728.

Contest Courtesy of:

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