Frequent Flyer Miles Fair Game for Public Officials in Ohio

Frequent Flyer Miles Fair Game for Public Officials in Ohio

On August 4, 2025 the Ohio Ethics Commission (OEC) issued an opinion stating that public officials or employees could use frequent flyer miles and other rewards earned during official business for their own personal use. The entire opinion may be found here: Adv. Op. No. 2025-02.  

In prior opinions, the personal use of frequent flyer miles while permitting public officials to use credit card points and hotel rewards was restricted. The revised interpretation will bring Ohio in line with similar federal guidance. All rewards programs will now be treated the same by the OEC. The Commission expressed its hope that the new interpretation will clear up confusion for public agencies and reduce administrative burdens associated with enforcing the rule.

Under the revised standard, Ohio public officials or employees may use frequent flyer miles, credit card rewards, hotel points, or other rewards earned while on official business in their personal life, provided that:

  1. The rewards are earned in the same way as members of the public would have earned them; and
  2. The rewards do not impose additional costs on the public agency.

However, a public official or employee is still prohibited from choosing an airline, vendor, a conference, event, or service based on whether it provides frequent flyer miles or other rewards points.

Under Ohio’s conflict of interest laws, public officials are prohibited from soliciting, accepting, or using their authority or influence to secure any financial benefit for themselves. R.C. 102.03(D) and (E). While frequent flyer miles constitute a “thing of value” for Ohio ethics law purposes, the OEC does not believe the value is significant enough to impair the public official’s independent judgment. Because the frequent flyer miles are broadly available to all passengers, are uniformly accrued, and are not being offered to officials for performing their official duties, the OEC maintains that the programs do not create a “substantial and improper influence” upon the public official’s judgment.

Similarly, public officials may not have an interest in the profits or benefits of a public contract, and the public agency’s purchase of a flight would be a public contract. R.C. 2921.42(A)(4). Public officials would have an interest in the contract with the airline based on the frequent flyer miles they are receiving, but the OEC points out that the benefit is relatively small and that it would be more administratively efficient to allow officials to use these programs compared to the cost of preventive measures. To minimize the risk to the public, the OEC’s new position still prohibits public officials from selecting a specific airline based on the frequent flyer miles they would receive from the flight.

What does this mean for your district? School board members and district employees may now keep and personally use frequent flyer miles earned during official travel, and Ohio law no longer differentiates between airline miles and other rewards programs such as credit card or hotel points. However, public officials and employees are still limited in the selection process, as the Commission specifically notes that vendors may not be selected based on the rewards provided, and there must be no additional costs imposed on the district.

 

 

 

Career Tech Corner: Immigration Enforcement Comes for Adult Education Programs

Career Tech Corner: Immigration Enforcement Comes for Adult Education Programs

On July 10, 2025 the U.S. Department of Education (ED) announced it would end the “subsidization of illegal aliens in career, technical, and adult education programs.” The new Notice of Interpretation applies to all CTE programs under the Carl D. Perkins Career and Technical Education Act (Perkins V) which provides over a billion dollars annually to programs across the country.

By rescinding a 1997 Dear Colleague Letter, the ED argued that career, technical, and adult education programs were subject to the Personal Responsibility and Work Opportunity Reconciliation Act (PRWORA) which limits eligibility for federal public benefits to U.S. citizens, permanent residents, and qualified aliens. The PRWORA defines “federal public benefits” to include “postsecondary education…or any similar benefits for which payments or assistance are provided.”

The Notice of Interpretation states that non-qualified alien adults are not permitted to receive education benefits and non-qualified alien children are not eligible to receive postsecondary education benefits, which includes dual enrollment and other early college programs that provide students the opportunity to earn college credits such as College Credit Plus (CCP).

The ED maintains that this decision is in line with the Supreme Court’s decision in Plyler v. Doe, which established that states cannot deny undocumented children access to a public K-12 education. Congress has since codified the Plyler ruling in the PRWORA, expressly exempting basic public education benefits from the act. But the Department “does not interpret Plyler as conferring any rights to adults. Nor does the holding in Plyler reach the question as to whether a minor has the right to postsecondary education,” and the ED has taken the position that anything beyond basic public education benefits received by children may be denied to undocumented students.

What this means for schools. Allowing non-citizen students to enroll could jeopardize receipt of federal funds. The ED has stated that letters will be sent to all Perkins V grantees discussing eligibility verification. However, enforcement has been paused through September 10, 2025 as part of an ongoing lawsuit. At that point, CTCs will be obligated verify the citizenship status of students in their programs. Plyler does not entirely insulate traditional secondary schools from these requirements. In many cases, enforcement can be left to institutions of higher education, but districts may want to warn students interested in enrolling in CCP programs of the new verification requirements in case their immigration status might impact their ability to enroll in the programs under the new interpretation.

 

 

 

Public Records Changes on the Horizon?

Public Records Changes on the Horizon?

State ex rel. Platt v. Montgomery Cty. Bd. of Elections, Slip Opinion No. 2025-Ohio-2079.

The Ohio Supreme Court ruled in June that some emails were improperly withheld by the Montgomery County Board of Elections (“Board of Elections”) in response to a public records request. However, based on the specific facts at issue, the Court also ruled that an email sent by a Board of Elections member from his personal email account was not a public record. This appears to be a marked change from previous Ohio Supreme Court decisions on public records and will be a case to take with caution.

In December 2023, Mary McDonald filed a petition to be on the March 2024 primary election ballot as a Republican challenger for a seat on the Montgomery County Board of Commissioners. The Democratic candidate for the seat was the unopposed incumbent Debbie Lieberman. Mohamed Al-Hamdani, the chairman of the Montgomery County Democratic Party, along with Brenda Blausser from the City of Trotwood, challenged McDonald’s placement, alleging McDonald was not qualified to be on the ballot because she was an elected member of the Montgomery County Democratic Party Central Committee and had not resigned from that office.

Al-Hamdani was not only the party chair but also a partner of the law firm Flanagan, Lieberman & Rambo. Another partner in the firm, Dennis Lieberman, the husband of Debbie Lieberman, was McDonald’s would-be opponent in the general election.
The Board of Elections conducted a protest hearing where the lawyer representing the protestors referred to a “legal memorandum from the county prosecutor’s office,” and said he received the memo from Dennis Lieberman. At the hearing, it was stated that the memo was a legal opinion requested by the Board and was not to be disclosed because it was covered by “attorney-client privilege.”
After hearing the protest, the Board deadlocked 2-2 on whether to place McDonald on the ballot. Secretary of State Frank LaRose cast the tie-breaking vote to allow McDonald to be on the primary ballot, and she was selected as the Republican candidate. She went on to defeat Lieberman in the November 2024 general election.

The Board of Elections director called for a full investigation into the leak of the attorney-client privileged memorandum. The investigation found the memo was emailed to the four Board members. One of the Board members then forwarded the email to his personal email account, and it was then forwarded via the personal email account to Al-Hamdani, who sent it to Dennis Lieberman, who forwarded the memo to the attorney representing the protestors at the hearing.
At issue before the Court was a records request that came to the Board of Education for emails “to or from any member of the Montgomery County Board of Elections … wherein… the foregoing-referenced “legal memorandum from the county prosecutor’s office” … was sent or received.” The legal memorandum was not requested.

The focus of the requester and the Court was on three emails sent on January 10, 2024, that the Board’s investigative report refers to:

  1. the email sent from the prosecutor’s office to the Board members, which transmitted the memo concerning the protest to McDonald’s candidacy;
  2. the email one Board member sent from his Board email account forwarding the memo to his personal email account; and
  3. the email the Board member sent from his personal email account forwarding the memo to Al-Hamdani.

In its decision, the Ohio Supreme Court found that the emails #1 and #2 above were public records, while the attachment (e.g. the legal memo) was not a public record. The Court acknowledged its previous decisions, finding that a communication does not have to contain purely legal advice to be protected from disclosure by the attorney-client privilege. If the communication “would facilitate the rendition of legal services or advice,” then the communication does not have to be released, the opinion stated. After reviewing the email, however, the Court found the only legal advice the prosecutor provided was in the attached memo, not the email itself. “The email did not reveal any client confidences or contain any substantive text relating to the legal advice from the prosecutor’s office to the board.”

However, the Court appears to have shifted from its prior decisions when it ruled that email #3 was not a public record. The Court acknowledged that “[e]mail messages are records for purposes of the Public Records Act if they were ‘created or received by or coming under the jurisdiction of [a] state agenc[y]’ and ‘serve to document the organization, functions, policies, decisions, procedures, operations, or other activities of the office.’” The Court did not find any evidence that the email from the Board member’s personal email account was created by the Board or fell under its jurisdiction. It was not a public record, in the Court’s opinion, because it was not “’kept by any public office,’ R.C. 149.43(A)(1).”

The Court found the board violated the Public Records Act and awarded the requester the maximum $1,000 in damages, court costs, and the opportunity to seek attorney fees from the board.

What This Means for Your District:
This case could note a marked shift from the Ohio Supreme Court’s prior decisions impacting public records that are contained within personal email accounts and/or personal cell phones.

This is a case to apply with caution. There is no clear indication that this is a full change from the Court on public records, or if this was a fact-specific decision. Litigation challenges are expected to flesh out the full extension of this decision on records within personal emails and personal cell phones. Please feel free to contact your Ennis Britton attorney to discuss the implications your school district may have with its records, or any applicable records requests, considering this case.

 

 

 

Career Tech Corner: U.S. House of Representatives Pondering Funding Increase for Career Technical Education

Career Tech Corner: U.S. House of Representatives Pondering Funding Increase for Career Technical Education

Two U.S. Representatives, Rep. Glenn Thompson (R-PA) and Rep. Suzanne Bonamici (D-OR), began to circulate a Dear Colleague Letter (the “Letter”) throughout the House of Representatives that urged lawmakers to consider an increase in funding for Career Technical Education (CTE) in the 2026 budget.

According to the Letter, State grants under the Carl D. Perkins Career and Technical Education Act were funded at $1.44 billion in Fiscal Year (FY) 24 and 25. However, the Letter states that, when adjusted for inflation, these numbers are roughly half of the funding made in 1980. This concern comes as there is a growing recognition of CTEs and a high need for more skilled laborers. In fact, the Association for Career & Technical Education (ACTE) projects a deficit of 6.5 million skilled workers by 2030, highlighting the need for growth of CTE programs.

With that, President Trump signed an Order on February 3, 2025, that proclaimed February 2025 as Career and Technical Education Month. As part of that proclamation, President Trump stated, “[m]y Administration will invest in the next generation and expand access to high-quality career and technical education for all Americans. We will unleash the enormous potential of the American people and provide students and workers with the necessary skills training to ensure that our Nation dominates the 21st century.”

What does this mean for your CTC? There is clear recognition for the need for CTEs and the skilled laborer deficits that exist and will continue to grow without CTE growth. The commitment from the federal government to push this recognition further could lead to more students applying to your program. However, at this point, there is no guarantee that additional funding will follow. This also does not mean staffing applications will follow. The increased funding is worth keeping an eye on and potentially finding avenues to advocate for.

 

 

 

HB 106: Paystub Protection Act To Require Detailed Paystubs

HB 106: Paystub Protection Act To Require Detailed Paystubs

House Bill 106, the Paystub Protection Act, just recently went into effect April 9 and will require that employers provide detailed pay statements to employees on regular paydays. While employers may already be providing pay statements, there is a new level of detail required that may prompt changes for school paystubs and even require future changes in the state payroll system.

The Act requires that you provide each employee with a written or electronic pay statement that includes the employee’s earnings and deductions for each pay period, on the employer’s regular paydays.

This pay statement must also include:
1. The employee’s name;
2. The employee’s address;
3. The employer’s name;
4. The total gross wages earned by the employee during the pay period;
5. The total net wages paid to the employee for the pay period;
6. A listing of the amount and purpose of each addition to or deduction from the wages paid to the employee during the pay period;
7. The date the employee was paid and the pay period covered by that payment; and
8. For an employee who is paid on an hourly basis, all of the following information:

a. The total number of hours the employee worked in that pay period;
b. The hourly wage rate at which the employee was paid; and
c. The employee’s hours worked in excess of 40 hours in one workweek.

The Act gives a 10-day grace period if you fail to provide the pay statement on the employee’s payday. However, if you fail to provide the required paystub for more than 10 days after the employee requests their paystub, the employee may submit a report of the violation to the Ohio Director of Commerce. The Ohio Director of Commerce will investigate and may issue a written notice of violation to the district. Districts must then post the notice of violation for 10 days in a conspicuous place.

What does this mean for your district?

Districts should conduct a review of payroll processes to ensure that paystubs are consistently sent out on the district’s regular paydays, and that paystubs include the necessary details. If they do not, districts may want to review the requirements with your IT department for your billing software. Additionally, districts may need to make changes to how you toll and count employee leave. Contact an attorney at Ennis Britton if you have any questions or concerns about compliance with this Act.

https://search-prod.lis.state.oh.us/api/v2/general_assembly_135/legislation/hb106/05_EN/pdf/

 

 

 

OEC Reaffirms Family Hiring Restrictions, Expands Definition to Include Domestic Partners

OEC Reaffirms Family Hiring Restrictions, Expands Definition to Include Domestic Partners

In their first formal advisory opinion of the year, the Ohio Ethics Commission (OEC) expanded the definition of family member to include domestic partnerships. A “domestic partner” includes a person who is living with the public official or employee in a common law marital relationship or who is otherwise cohabiting with the public official. In this context, “cohabitate” means a romantic/intimate relationship. Following this expansion, the Commission’s definition of a “member of a public official’s family” includes but is not limited to: (1) grandparents; (2) parents and step-parents; (3) spouses; (4) children and step-children; (5) grandchildren; (6) siblings; (7) any person related by blood or marriage that resides in the same household as the public official; (8) and domestic partners.

Ohio’s Public Contract Law prohibits public officials from using their authority or influence to secure a contract in which they, a member of their family, or any of their business associates has an interest. Additionally, conflict of interest laws prohibit public officials from using their authority to secure anything of value for family members who are seeking employment with, or are employed by, the same public agency, and from soliciting or accepting anything of value that may manifest in a substantial and improper influence upon the public official.

These laws create several general family hiring restrictions. Notably, public officials cannot:

  • Directly hire members of their family or vote to authorize the employment of a family member;
  • Recommend, nominate, or use their position in any way to secure a job for a family member;
  • Participate in a decision to give a family member a raise, promotion, job advancement, overtime pay or assignments, favorable performance evaluations, or other things of value related to employment; or
  • Use their official position, formally or informally, to impact the decisions or actions of other officials or employees in matters that could affect their family member’s interest in their individual employment.

The Ohio Ethics Commission has advised that this does not amount to a “no-relatives” policy. Provided the school official is sufficiently detached from all employment decisions involving their family member, Ohio’s Ethics laws do not absolutely bar family members from working for the same school district. However, their obligation to remain impartial goes beyond the initial hiring process.

Even if the decision does not directly affect the public official’s family member, they may be prohibited from weighing in on certain actions involving lay-offs or terminations. For example, if a district needed to reduce their staff and one of the official’s family members worked in a department targeted for lay-offs, the public official should refrain from weighing in on those decisions. Even if they are not directly advocating for their family member to keep their position, the official’s actions could still “affect their family member’s interest in their individual employment” as the decision to lay off a different employee indirectly decreases the chances the family member will be affected by the lay-off.

The prohibitions of O.R.C. 102.03 serve the public interest in impartial government by preventing the creation of a situation which may impair the objectivity and impartiality of a public official in a matter affecting themself or a related party. Even if the public official is acting in good faith, the nature of the family relationship alone is enough to call into question the impartiality of their decision, and has the potential to undermine the public’s faith in the district. Prior to taking any employment-related action, district officials who have family members working in the same district need to consider whether the particular decision, even if it relates to another employee, could indirectly improve their family member’s own employment prospects.