1. Prior to entry, you will be asked to walk through a magnetometer (metal detector).
2. Bag searches are conducted upon entry to the Fair and the WCOL Celeste Center for concerts.
3. Purses, backpacks, book bags, coolers, strollers, etc. are permitted, but are subject to search.
4. Pets, other than service animals or those approved as a part of a competition or exhibition, are not permitted on the grounds.
5. Roving solicitations, vending, and selling are not permitted except when confined to a contracted booth or space.
6. Picketing, protests, or other demonstrations are not permitted.
7. All patrons, vendors, concessionaires, and exhibitors must wear shirts and shoes while on the property.
8. Prohibited items must be returned to your vehicle, disposed of, or forfeited to the Ohio State Highway Patrol upon admission to the grounds, and include:
   1. Weapons such as knives, chains, bats and sticks,
   2. Illegal substances,
   3. Alcoholic beverages,
   4. Bicycles, Segways/hoverboards, skateboards, roller blades, roller skates, mopeds, motorcycles and other two-wheel vehicles,
   5. Drones (unmanned aircraft systems),
   6. Laser pointers,
   7. Selfie sticks,
   8. Glass bottles and containers.

All conditions for admission may be enforced by the Ohio State Fair or the Ohio State Highway Patrol.

Please note that in accordance with Ohio law, fairgoers carrying a firearm, concealed or open, are permitted to enter only the outdoor portions of the Ohio Expo Center & State Fair. If any patron carrying a firearm would like to enter a building, the patron will be given the option to return the firearm to his or her vehicle and return to the fair with an admission handstamp. All buildings have signs posted prohibiting the carrying of a weapon, concealed or open.

The Ohio Expositions Commission reserves the right to use photographs and video of any and all individuals taken on grounds for purposes including but not limited to advertising and promotion. The Ohio Expositions Commission may edit, alter, copy, exhibit, publish and distribute this photo for purposes as it sees fit. By entering the grounds, I agree that my photo or likeness may be used.

The smoking of marijuana is prohibited, and outdoor cigarette smoking will only be permitted in designated areas.

• To be admitted to the Ohio State Fair after 6 p.m., all youth under the age of 18 years are required to be accompanied by an adult, sober, and competent person aged 21 or older who will supervise the youth while at the Ohio State Fair (such as a parent, legal guardian, relative, or other adult). After 6 p.m., unattended youths without a chaperone will be denied entry and asked to leave or return with a chaperone.
• One chaperone may accompany no more than six (6) guests under the age of 18 per day.
• This policy applies regardless of entry method, such as use of a pre-purchased ticket or re-entry with a handstamp from earlier in the day.
• Proof of age is required. Any fairgoer, including those over age 18 years, may be required to show a valid governmental identification for proof of age.
• If a concertgoer under the age of 18 years of age has a valid concert ticket for that evening’s show, they will be allowed to enter the fair and the concert after 6 p.m. without an adult as outlined above. Once the concert is over, youth under the age of 18 are required to leave the Ohio State Fair in a timely manner or meet up with a supervising party age 21 or older as outlined above.
• The Ohio State Fair and the Ohio State Highway Patrol reserve the right to remove any fairgoer, of any age, violating any law, rule, or policy.
• This policy will be enforced daily.
• Exceptions or challenges to this policy will be satisfied at the discretion of the Ohio Expositions Commission Executive Director.
• Those youth under age 18 years with valid youth livestock exhibitor credentials will be permitted to access the livestock facilities via Gate 10 for the purpose of conducting animal care without a supervising party as outlined above.
• Those youth under age 18 years with valid fair, vendor, or carnival employee or volunteer credentials will be permitted to enter the fairgrounds without a supervising party.

The Ohio Expositions Commission is committed to providing clear, concise, and timely information while maintaining a high standard of professionalism in all customer interactions.

General Conduct

• Treat all customers (internal and external) with respect, courtesy, and professionalism.
• Maintain a professional demeanor at all times.
• Listen patiently to understand customer needs clearly.
• Strive to find solutions and resolve complaints effectively.

Accessibility

• Ensure accessibility through various communication channels (phone, email, in-person).
• TTY calls will be handled through the Ohio Relay Service. The Ohio Relay Service (ORS) provides full telephone accessibility to people who are deaf, deaf-blind, hard-of-hearing or speech-disabled. Specifically trained Communication Assistants (CA’s) process relay calls and stay on the line to relay conversations electronically, over a Text Telephone (TTY) or, in some cases, verbally to hearing parties. ORS is available 24 hours a day, 365 days a year, with no restrictions on the number of calls placed or on their length. When responding to questions via a TTY assisted call, speak slowly, clearly and concisely. Extraneous information can take quite some time to transcribe and relay to the caller.

Phone Etiquette

• Answer calls within three rings when possible.
• Greet callers professionally, identifying yourself and your department.
• Return voicemail messages in a timely manner.
• When transferring calls:
  • Inform the caller and get their approval.
  • Provide the name and number of the person you're transferring to.
• Handle "on hold" situations courteously:
  • Ask permission before putting callers on hold.
  • Check back every 3-5 minutes if research is needed.
• Maintain a professional tone, even if the caller is not courteous.

Voicemail and Out-of-Office Messages

• Keep voicemail greetings current and professional.
• Include your name, department, and alternative contact information.
• Update out-of-office messages with return dates and alternative contacts.

Email and Written Communication

• Use professional language, grammar, and formatting in all written communication.
• Proofread all correspondence for accuracy and clarity.
• Include contact information for follow-up questions.
• Use out-of-office notifications when appropriate.
• Respond to emails requiring a response in a timely fashion. In some circumstances, this may mean an acknowledgement of receipt.

In-Person Interactions

• Greet visitors promptly and courteously.
• Maintain eye contact and a welcoming demeanor.
• If unable to assist, guide the customer to the appropriate person or department.

Handling Inquiries

• Provide accurate and complete information.
• If unable to answer, transfer to the appropriate person or promise a timely follow-up.
• For matters outside your jurisdiction, refer customers to the appropriate agency.

Continuous Improvement

• Solicit and utilize customer feedback to improve services.
• Include customer service competency in employee performance evaluations.

Confidentiality and Public Records

• Respect confidentiality requirements as per applicable laws.
• Be aware that email communications may be considered public records.

The aforementioned is established pursuant to Section 121.91 of the Ohio Revised Code.

DISABILITY INCLUSION AND ACCESSIBILITY FOR OHIO EXPOSITIONS COMMISSION EMPLOYEES AND APPLICANTS

PURPOSE

To establish standards and guidelines for those seeking and obtaining reasonable accommodations to successfully carry out the essential duties of a job, obtain employment and/or gain public access. These guidelines are to ensure all are afforded equal employment opportunities and equal access for Americans with disabilities when applying for employment for or working at the Ohio Expositions Commission (EXP).

APPLICABILITY

This policy applies to persons employed by the Ohio Expositions Commission (EXP), EXP applicants, contractors, volunteers, and individuals desiring to gain public access for EXP meetings, trainings, hosted events, etc.

POLICY

It is the responsibility of the Ohio Expositions Commission (EXP) to assure that equal employment opportunities exist for all positions without regard to disability. Discrimination against qualified individuals with disabilities that are employment seeking applicants, employees and employment related activities, and employees with disabilities is not tolerated at the Ohio Expositions Commission. EXP is dedicated to providing reasonable accommodation(s) for any and all employees who have disabilities. EXP prohibits discrimination in public access for individuals with disabilities. The Ohio Expositions Commission complies with all federal, state, and local laws regarding disability discrimination and accommodations.

PROCESS

EXP will provide an accessible and inclusive environment for all state employees, all applicants for state employment, and all people gaining public access to the EXP facilities for meetings, trainings, and EXP sponsored events. EXP will provide reasonable accommodation(s) based on disability for employees, qualified applicants for employment with EXP, and the public, unless such accommodation(s) would cause an undue hardship to the agency or, when any person shows a direct threat to the health, safety, or well-being of themselves or to others.

To request a reasonable accommodation (RA):

1.Employees:

a.It is the responsibility of the employee with a disability to notify EXP that reasonable accommodation (RA) is needed.

b.Employees may either contact the Human Resources department director/EEO officer, Jo Ellen Albanese either in person at her office in the Administration building at EXP, 717 E. 17^th Avenue, Columbus, OH 43211, by email at j.albanese@expo.ohio.gov , or by phone at 614-644-4015.

c.Upon request of an RA, the employee must complete the Request for Reasonable Accommodation form provided by Human Resources director/EEO officer, Jo Ellen Albanese OR download the form from their employee handbook, https://www.ohioexpocenter.com/p/about/employee-handbook .

d.Applicants applying for an RA must also supply the Human Resources department director/EEO officer with proper medical documentation when requested. The Certification of Health Care Provider for Reasonable Accommodation form is provided at time of requesting the Request for Reasonable Accommodation form OR downloadable from their employee handbook, https://www.ohioexpocenter.com/p/about/employee-handbook .

e.Completed forms must be submitted before the review process for eligibility begins by the Human Resources director/EEO officer. Failure to submit requested medical documentation may result in denial of reasonable accommodation (RA) request.

f.Someone other than the employee with the disability may request reasonable accommodation (RA) on behalf of the employee if all appropriate requested documentation is submitted. Whenever possible, such requests shall be confirmed with the employee.

2.EXP Hosted Meetings, Trainings, Events:

a.All employees and the public visiting the Ohio Expositions Commission for EXP hosted meetings, trainings and/or events must be provided with written notice on how to request ADA reasonable accommodation (RA).

b.EXP hosted meeting(s), training(s) and/or event(s) organizers will provide advance notice to inform individuals how to request ADA reasonable accommodation (RA). The organizer of said meeting(s), training(s) and/or event(s) shall include their information as stated below and will work with the EXP EEO Officer to facilitate the requested RA(s).

i.EXP offered or mandatory Trainings or Meetings

The following language shall be included in training or meeting communications: “The Ohio Expositions Commission is a disability inclusive agency within the State of Ohio. We promote access to our meetings and training. To request a reasonable accommodation due to disability, please contact Jo Ellen Albanese, Human Resources Director/EEO Officer at 614-644-4015 or j.albanese@expo.ohio.gov as soon as possible. Requests made ten (10) business days prior to the training or meeting will allow us to provide seamless access, but the Ohio Expositions Commission will make every effort to meet requests made after that date.

ii.EXP offered Events

The following language shall be included in EXP offered events communications: “The Ohio Expositions Commission is a disability inclusive agency within the State of Ohio. We promote access to our EXP hosted events. To request a reasonable accommodation due to disability, please contact: {organizer’s name, title} at {telephone number} or {email address}.”

iii.If any EXP employee requires assistance to receiving a reasonable accommodation (RA), contact the Human Resources Director/EEO Officer at j.albanese@expo.ohio.gov no later than ten (10) business days prior to the date needed.

iv.EXP does not provide any reasonable accommodation(s) that would cause undue hardship to the Ohio Expositions Commission or is deemed a threat to the health and safety of all employees in the workplace.

3.Management Responsibility

a.Requests for reasonable accommodation(s) that have been requested of the employee to their supervisor, either verbally or written, MUST be submitted to EXP HR director/EEO Officer immediately upon receipt of notification. Failure of a supervisor to notify the HR Director/EEO Officer of any request withing one (1) business day may result in disciplinary action.

b.The HR Director/EEO Officer will determine if the reasonable accommodation (RA) request is qualified pursuant to the American with Disabilities Act (ADA). Medical documentation MAY be requested when making a determination. EXP MAY request medical documentation regarding:

The nature, severity, and/or duration of the employee’s disability/impairment.

The functions that the disability/impairment limits.

To what extent the disability/impairment limits the employee’s ability to perform their duties.

Why the individual may require the reasonable accommodation requested and how the RA will assist the individual to apply for a job, perform their job duties, or enjoy any benefit or activity in the workplace.

c.If the medical documentation submitted by the employee does not clearly explain the nature of the disability/impairment, the need for a reasonable accommodation, or does not clearly identify how the reasonable accommodation requested will aid the employee to perform job duties and essential functions of the job, EXP may require the employee to provide supplemental medical documentation.

d.EXP may choose to hire a medical expert, at the agency’s expense, to review the employee's medical documents.

e.If the submitted supplemental medical documentation proves to be insufficient when making a determination that said disability/impairment does require a reasonable accommodation (RA), it is the responsibility of the HR Director/EEO Officer to explain to the employee that the medical documentation provided is insufficient, explain exactly what information is needed, and allow the employee to deliver said information. If the employee does not provide the information or is unable to provide the information, the employee may be disqualified, and the request may be closed. However, the employee may also request additional services at any time by contacting the HR Director/EEO Officer.

f.EXP may not request medical information where the impairment/disability and the need for a reasonable accommodation (RA) are obvious or if the employee has successfully provided EXP with sufficient information that documents the disability/impairment and their limitations.

g.Evaluation of and Eligibility Determination for Reasonable Accommodation

1.EXP HR Director/EEO Officer shall review all documentation and make the eligibility determination.

2.If an employee is determined to be ineligible for an RA as defined by the ADA, the employee shall be notified in writing.

3.All medical documentation of any/all employees provided for purposes of ADA consideration is kept confidential in the HR Director/EEO Officer’s office under lock and key. This documentation is kept separate from their employee personnel files. Any medical documentation/information will only be shared with appropriate parties as described under Title I of the American with Disabilities Act (ADA).

h.Eligible Determination

1.The EXP Human Resources/EEO Officer will conduct an initial interactive meeting with the employee, the employee’s direct supervisor, and the director of their department to discuss RA options.

2.Should technical assistance or IT assistance be required, professionals may be consulted to aid in the decision-making process of what technology will be conducive for the RA.

3.EXP Finance Manager may be consulted to determine if the RA is feasible for the agency.

4.OCB (Office of Collective Bargaining) may be consulted to ensure that the RA does not violate any applicable collective bargaining agreements.

5.Consideration will be given to the employee’s preference of potential RA, but (by ADA requirements) EXP is not required to provide the employee’s preference of RA if another RA can be provided that will allow the employee to effectively perform the essential duties of the job.

6.EXP will notify the employee of the RA that has been identified. If the employee accepts the determination, the RA shall be implemented. The HR Director/EEO Officer will notify the employee with a written notice of approval as well as the employee’s supervisor and department director.

7.If the employee refuses an approved RA and, as a result, cannot perform the essential job duties, the employee may be considered not qualified for the position.

8.If the RA cannot be implemented due to the reasons listed below, the employee will be notified in writing. Criteria may include, but is not limited to:

i.an RA cannot be identified;

ii.the employee refuses to accept the one offered by EXP;

iii.it presents an undue hardship to the agency.

9.Evaluation of Implementation of Reasonable Accommodation

a.The employee and their supervisor will collectively evaluate the effectiveness of the RA with the employee’s performance of essential job duties.

b.If the RA is determined to be successful, the RA request will be closed.

c.If the RA is determined to be unsuccessful, the HR Director/EEO Officer will work with the employee, reevaluate, and search for suitable RA options.

d.If the employee’s condition/limitation changes and affects the RA request or RA in place, the employee is to notify EXP HR Director/EEO Officer to assure that all RA requests are addressed timely and appropriately.

10.If no reasonable accommodation will allow the employee to perform their essential job duties, the agency may consider lateral transfers within the state, or demotions, in accordance with the provision of any applicable collective bargaining agreement (eg. OCSEA). If no such positions exist or there are no open positions, the employee may be referred for disability separation pursuant to OAC 123:1-33.

11.No employee shall face retaliation for requesting reasonable accommodation (RA).

12.The ADA requirements for reasonable accommodation (RA) shall not prevent an employer from providing accommodation beyond what is required by the ADA at the employer’s election. For example, while not all medical conditions are not covered by the ADA, EXP HR Director/EEO Officer shall work with the requesting employee’s supervisor and department director to research and experiment with short term solutions for some medical conditions.

13.EXP will conduct a self-evaluation, pursuant to Title II of the American with Disabilities Act (ADA), to gauge our facilities, services, activities, policies, and practices and identify and correct any barriers for all people with disabilities/impairments.

DISCRIMINATION GRIEVANCE RIGHTS

a.If an employee or applicant believes that they have been discriminated against because of

a disability, they have the right to file a complaint with the EXP HR EEO Officer and/or the

Ohio Department of Administrative Services, Office of Opportunities and Accessibility

(DAS/O&A). The employee or applicant has 30 days to file with either.

b. If the employee believes that they have been discriminated against because of a disability,

they have the right to file a complaint with the Ohio Civil Rights Commission (OCRC) or

the federal Equal Employment Opportunity Commission (EEOC). An employee has two

(2) years to file a claim alleging discrimination with the OCRC and 300 days to file with

the EEOC.

c.Refer to the Ohio Expositions Commission Anti-Discrimination and Anti-Harassment Policy located in the Ohio Expositions Commission Employee manual for additional guidance.

TRAINING

a.All newly hired EXP employees MUST complete Disability Etiquette and Awareness training in the Ohio Learn module within 30 days of their start date.

b.All EXP department supervisors are required to ensure that all their designated staff review and acknowledge the EXP ADA policy on an annual basis.

c.EXP HR department will ensure that all employees participate in annual disability etiquette and ADA training throughout their employment with the Ohio Expositions Commission.

DEFINITIONS

Accessibility – Compliance with access guidelines required under the ADA and any other applicable federal or state law, including executive orders.

Direct Threat – When there is significant risk of substantial harm to the health or safety of the individual employee with a disability or others.

Disability – A physical or mental impairment that substantially limits one or more of the major life activities that include but are not limited to walking, breathing, seeing, hearing, etc.

Essential Duties – Those job duties that are so fundamental to the position that the individual holds or desires that he or she cannot do the job without performing them. A function may be essential if, among other things, the position exists specifically to perform that function; there are a limited number of other employees who could perform the function; or the function is specialized, and the individual is hired based upon his or her ability to perform it.

Interactive Process – The Interactive Process is used to determine whether an effective and reasonable accommodation is available for an employee or applicant under the ADA. The Interactive Process is required and simply means the employee or applicant with a disability and the employer work together to develop and discuss accommodations.

Qualified Individual with a Disability – An individual with a disability, who has the necessary skill, experience, education, and other job-related requirements of the employment position that the individual holds or desires, and with or without reasonable accommodation, can perform the essential functions of such position.

Reasonable Accommodation – Any change or adjustment to a job or work environment that permits a qualified applicant or employee with a disability to participate in the job application process or perform the essential functions of their position. There are three categories of "reasonable accommodations": a. modifications or adjustments to a job application process that enable a qualified applicant with a disability to be considered for the position such qualified applicant desires; or b. modifications or adjustments to the work environment, or to the manner or circumstances under which the position held or desired is customarily performed, that enable a qualified individual with a disability to perform the essential functions of that position; or c. modifications or adjustments that enable a covered entity's employee with a disability to enjoy equal benefits and privileges of employment as are enjoyed by its other similarly situated employees without disabilities.

Site Manager – Director (or designee) for Central Office, Superintendent for Institutions, or Regional Administrator for Regional Offices.

Undue Hardship –Undue hardship exists if an accommodation would be unduly costly, extensive, substantial, or disruptive, or would fundamentally alter the nature or operation of the business.

AUTHORITY

This policy is issued in compliance with Ohio Revised Code 5139.01, which delegates to the Executive Director of the Ohio Expositions Commission the authority to adopt rules for the governance of the agency (EXP), the conduct of its commissioners and employees, the performance of its business, and the custody, use, and preservation of the department’s records, papers, books, documents, and property.

RESOURCES

Document Name	Location
State of Ohio Administrative Policy HR-14 Anti-Discrimination and Anti-Harassment Policy and Reporting Procedures	https://ohioexpocenter.s3.us-east-2.amazonaws.com/...
Know Your Rights Poster	https://ohioexpocenter.s3.us-east-2.amazonaws.com/policies/disability_inclusion_poster.pdf
Reasonable Accommodation Request Form Certification of Health Care Provider for Reasonable Accommodation

03/18/2024 jea

Would you like help with access to our services?

The State of Ohio is a disability inclusion state and strives to be a model employer of individuals with disabilities. Our agency is proud to support the disability inclusion initiatives outlined for state agencies, boards, and commissions, in accordance with Governor Mike DeWine’s Executive Order 2019-03D.

The Americans with Disabilities Act (ADA)

The Ohio Expositions Commission

does not discriminate on the basis of disability in its services, programs, or activities. See our commitment to appropriate access and disability inclusion.

Employment: We do not discriminate based on disability in our hiring or employment practices and we comply with the ADA title I employment regulations.

Effective Communication: Upon request, you will be provided auxiliary aids and services leading to effective communication for people with disabilities, including qualified sign language interpreters, assistive listening devices, documents in Braille, and other ways of making communications accessible to people who have speech, hearing, or vision impairments.

Modifications to Policies and Procedures: Reasonable modifications to policies and procedures will be made to ensure that people with disabilities have an equal opportunity to enjoy programs, services, and activities. For example, people with service animals are welcome in our offices, even where pets and other animals are prohibited.

For questions or to request an accommodation: for access to a service, program, or activity, such as an auxiliary aid or service for effective communication, contact the ADA Coordinator as soon as possible, preferably 17 days before the activity or event.

No surcharge will be placed for providing auxiliary aids/ services or reasonable modification of policy on a person or group of people with disabilities. The ADA does not require us to take an action that would fundamentally alter the nature of our services, programs, or activities, impose an undue financial or administrative burden, or which poses a direct threat to the health or safety of the person or others. In addition, we are not required by the ADA to provide people with disabilities personal or individually prescribed devices such as wheelchairs, prescription eyeglasses, hearing aids, or provide services of a personal nature.

WHERE CAN I FILE A GRIEVANCE?

For an Internal Review

Contact the agency ADA Coordinator if you are:

An employee or person seeking employment who believes a service, program, or activity of this agency is not accessible to people with disabilities, including keeping employment opportunities accessible to any person seeking employment; or

A patron/client, guest, or visitor who believes a service, program, or activity is not equally accessible to people with disabilities.

You may submit a grievance (complaint) in writing and containing information about the alleged discrimination such as name, address, phone number of the grievant and location, date, and description of the problem. Alternative means of filing grievances, such as personal interviews or a tape recording of the grievance, will be made available for persons with disabilities upon request. The grievance should be submitted by the grievant and/or his/her designee as soon as possible but no later than 30 calendar days after the alleged violation.

This Grievance Procedure is established to meet the requirements of the ADA. It may be used by anyone who wishes to file a grievance alleging discrimination on the basis of disability in the provision of services, activities, programs, or benefits by this agency.

To request an accommodation or file a grievance, contact:

ADA Coordinator: Jo Ellen Albanese Agency: The Ohio Expositions Commission Email Address: j.albanese@expo.ohio.gov Phone/Text or TTY Number: 614-644-4015

For an External Review

Contact the U.S. Department of Justice

(TTY).

File with the Department of Justice, Civil Rights Division, Disability Rights Section at ada.gov/ complaint, 800-514-0301

It is the policy of the Ohio Expositions Commission (OEC) to prohibit discrimination and harassment of applicants and employees, due to race, color, religion, gender, national origin (ancestry), military status (past, present or future), disability, age (40 years or older), genetic information or sexual orientation. Harassment will not be tolerated in the Ohio Expositions Commission's workplace.

It is the policy of OEC to maintain a working environment free from any discrimination, and to prohibit harassment of its employees and applicants, including sexual harassment. Sexual harassment is any unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature by a superior, subordinate or peer. Any employee or applicant who believes that she or he has been subject to sexual harassment should advise the offending individual that the action is not welcome and must stop. The aggrieved individual must then report such incident(s) to either her or his supervisor, the agency's EEO and Diversity Manager, HR Administrator or the Equal Opportunity Division.

Any managerial or supervisory employee who receives a report of discrimination or harassment must either

1) request a written statement from the victim; or 2) confirm the substance of such statement in writing and document the date the report was received. Regardless of whether a written report is received from the alleged victim, managers and/or supervisors must immediately report such complaints to the EEO and Diversity Manager or the HR Administrator. Such reports cannot be kept strictly confidential, however, information concerning allegations shall be managed discretely and communicated to others only as is necessary to investigate and take appropriate disciplinary action. There shall be no retaliation against an employee for reporting allegations of discrimination or harassment or other inappropriate behavior. Retaliatory actions will also be subject to investigation and possible discipline.

INTERNAL RESOLUTION OF A CLAIM

All allegations of discrimination or harassment must be reviewed. The OEC's internal policy requires that complaints made to the EEO and Diversity Manager or to the HR Administrator will be reviewed for timeliness. Formal complaints must be filed within 30 days of the most recent incident of alleged discrimination or harassment. When appropriate, all efforts will be made to seek an internal resolution of claims. Such complaints will be investigated promptly and thoroughly. A rapid determination will be made of what, if any, corrective action is warranted by possible violations of the Anti-Discriminatory and Anti­ Harassment Policy. The decision to pursue a remedy utilizing the agency's internal complaint process will be made in conjunction with the individual filing the allegations. All allegations of discrimination and harassment will be investigated regardless of timeliness. Incident reports by managers and supervisors should be made immediately.

FILING A FORMAL COMPLAINT

Formal complaints may be filed with any or all of the following enforcement agencies:

(1)Department of Administrative Services' Equal Opportunity Division within 30 days of the most recent incident of alleged discrimination or harassment

(2)Ohio Civil Rights Commission within six months; and/or

(3)Federal Equal Employment Opportunity Commission within 300 days

The EEO and Diversity Manager shall then conduct a formal investigation of the complaint. Within sixty (60) days from the filing of this complaint, the agency shall render a decision of whether there was probable cause and the appropriate remedy, if a remedy is required. The investigation time may be continued, depending on extenuating circumstances.

If the complainant is not satisfied with the agency's decision and/or resolution she or he may request a hearing through the Ohio Department of Administrative Services' Equal Opportunity Division. The Equal Opportunity Division will select a hearing officer to preside over and render a decision on the case. The agency shall have thirty (30) days to act on the decision of the hearing officer, if any action is required. The complainant may request a final review and decision from the State Equal Opportunity Coordinator if he/she is not satisfied with the decision of the hearing officer.

ENFORCEMENT

Discrimination and harassment will not be tolerated. Such conduct is subject to discipline, up to and including termination. Supervisory employees are advised that they may be subject to personal liability for acts of discrimination and harassment and may be responsible for their own legal defense.

Harassment, discrimination and related behavior in the workplace are inappropriate, and will not be tolerated. This policy supports the objectives and practices of the State of Ohio and is in conjunction with applicable Federal and State laws and regulations as well as Executive Order 99-25T. This policy will be disseminated to all employees annually and will be included in employee orientation materials.

Any employee or applicant for employment with the Ohio Expositions Commission who believes she/he has been a victim of harassing or discriminatory conduct, or who has questions concerning this policy should contact:

Jo Ellen Albanese, HR Director, EEO, and Diversity, Equity & Inclusion Manager

Ohio Expositions Commission

717 E. 17th Avenue

Columbus, Ohio 43211

(614) 644-4015

Date: July 1, 2021

Updated: January 1, 2025

Purpose

The State of Ohio is a diverse, inclusive and equal opportunity employer. The purpose of this policy is to emphasize that discrimination, harassment, and/or retaliation will not be tolerated in the workplace and to establish procedures for state employees and applicants for state employment to report claims of discrimination, harassment and retaliation.

This policy aligns with State of Ohio Administrative Policy, HR-14 Anti-Discrimination and Anti-Harassment (previously HR-D-14), incorporating Governor DeWine’s Executive Order 2019-05D, Anti-Discrimination Policy in State Government.

This policy is not intended to be a complete statement of federal and/or state law, or an employee’s rights regarding discrimination, harassment, and retaliation. As always, an employee should seek the counsel of an attorney for questions regarding the law and the rights thereby accorded. Bargaining unit employees may also be represented by their unions.

Policy

It is the policy of the Ohio Expositions Commission (“OEC”) to maintain a working environment free from discrimination, harassment and retaliation.

The Ohio Expositions Commission prohibits discrimination and harassment of applicants and employees due to race, color, religion, gender/sex, gender identity or expression, national origin (ancestry), military status, disability, age (40 years of age or older), genetic information, sexual orientation, status as a parent during pregnancy and immediately after the birth of a child, status as a parent of a young child, or status as a foster parent as those terms are defined in applicable Ohio law, federal law and any effective Executive Order, in making any employment-related decisions including, but not limited to hiring, layoff, transfer, termination, promotion, demotion, discipline, rate of compensation, eligibility for in-service training programs, or terms and conditions of employment.

Moreover, the OEC may not retaliate against anyone who exercises a protected right under equal employment opportunity (EEO) laws, including, but not limited to, making a complaint or participating in an investigation.

A.Methods and Timelines for Reporting:

An employee or applicant for state employment who believes they have experienced harassment, discrimination, or retaliation may report the incident to their manager, Human Resource Department, EEO Officer, or to the Ohio Department of Administrative Services, Equal Opportunity Division (EOD). At the Ohio Expositions Commission, contact Jo Ellen Albanese, H.R. Director and EEO Officer at 614-644-4015 or j.albanese@expo.ohio.gov

An employee or applicant for state employment may also file a complaint with one or all of the following:

Complaints regarding State of Ohio EEO policy may be filed with:

Ohio Department of Administrative Services, Equal Opportunity Division (EOD): Filing with EOD can be done through the Agency EEO Officer or directly by calling (614) 446-8380, or visiting www.das.ohio.gov/Divisions/EqualOpportunity. This filing must occur no later than thirty (30) days from the date of the last alleged discriminatory incident.

Complaints regarding EEO law:

Ohio Civil Rights Commission (OCRC): Filing with OCRC can be done by calling (614) 466-7742, by visiting www.crc.ohio.gov, or by mail to 30 East Broad Street, Fifth floor, Columbus, Ohio 43215 or a regional office. This filing must occur no later than six (6) months from the date of the last alleged discriminatory incident.

Federal Equal Employment Opportunity Commission (EEOC): Filing with the EEOC can be done by calling (800) 669-4000, visiting www.eeoc.gov, or by mail to: 1240 E. 9^th Street, Suite 3001, Cleveland, Ohio 44199. This filing must occur no later than three hundred (300) days from the date of the last alleged discriminatory incident.

B.Responsibility:

Manager/Supervisor: A manager or supervisor who receives a report of discrimination, harassment, or retaliation must immediately report the complaint to the Agency EEO Officer. While the report cannot be kept strictly confidential, the information reported shall only be communicated as necessary to investigate and take appropriate action.

Employees: Employees shall assist in the Agency’s effort to achieve equal employment opportunity and to maintain a harassment and discrimination free environment. Any employee who believes that they have been subject to harassment is encouraged to inform the potential harasser that their conduct is unwelcome, directly or indirectly, as soon as practical and safe.

Agency EEO Officer: The Agency EEO Officer will conduct a prompt, thorough and objective investigation, including interviews of witnesses and formal written reports or findings. While the information obtained cannot be kept strictly confidential, the information reported shall only be communicated as necessary to investigate and take appropriate action. The Ohio Expositions Commission EEO Officer is Jo Ellen Albanese.

The Agency: The Agency will promote equal employment opportunity and maintain a harassment and discrimination free environment. The Agency is required to adopt an internal policy and procedures outlining a process for reporting and resolving claims of EEO violations.

C.Enforcement: Discrimination, harassment, and retaliation will not be tolerated. Such conduct is subject to discipline, up to and including termination.

Supervisory employees are advised that they may be subject to personal liability for acts of discrimination, harassment, and/or retaliation and may be responsible for providing their own legal defense.

This policy will be disseminated to all employees annually and included in all new hire orientation materials and the employee handbook.

Authority

ORC 124.04, Chapter 4112; OAC 123:1-49; DAS HR-D-14; Executive Order 2019-05D

This policy supersedes any previously issued directive or policy and will remain effective until canceled or superseded.

Direct inquiries about this policy to:

Jo Ellen Albanese, EEO Officer

614-644-4015

j.albanese@expo.ohio.gov

Equal Opportunity Division

Ohio Department of Administrative Services

4200 Surface Road

Columbus, OH 43228

614-466-8380

das-eod,aaeo@das.ohio.gov

Definitions

Discrimination – Discrimination occurs when an adverse employment action is taken based on the employee or applicant’s status as a member of a protected class. There are two forms of discrimination:

1.Disparate Treatment – Disparate treatment occurs when an employer intentionally treats an employee differently because of their protected class.

2.Disparate Impact – Disparate impact occurs when an employment policy, although neutral on its face, adversely impacts persons in a protected class.

Harassment – Unwelcome conduct based on a protected class, such as race, sex, religion, etc. Harassment becomes unlawful where 1) enduring the offensive conduct becomes a condition of continued employment, or 2) the conduct is severe or pervasive enough to create a work environment that a reasonable person would consider intimidating, hostile or abusive. Harassment can be verbal and/or physical and can include name calling, slurs, jokes, gestures, leering, stalking, grabbing, and/or assault. This is not an exhaustive list of all harassing behaviors.

Retaliation – The act of punishing an employee or applicant for asserting their rights under EEO laws to be free from employment discrimination, including harassment. This includes retaliation against an individual who requested an accommodation; filed, testified, or participated in a discrimination investigation, proceeding, or lawsuit; or opposed employment practices that they reasonable believed discriminate against individuals. A claim of retaliation is based on objective and non-discriminatory criteria.

Public Records Policy

Records requests can be submitted to media@expo.ohio.gov, 614-644-4011, 717 E. 17^th Avenue, Columbus, OH 43211.