Human Resources

Manufacturers that rely on highly skilled talent should begin preparing now for the upcoming H-1B visa lottery. The program allows employers to sponsor foreign workers in specialty occupations that typically require at least a bachelor’s degree, including engineering, IT and other technical roles common in manufacturing. Demand for visas continues to far exceed the annual cap, making early planning critical. Employers are encouraged to review eligibility requirements, confirm job classifications and wage levels, and coordinate with immigration counsel ahead of the registration window. Even if a candidate is not selected in the lottery, alternative visa options may be available. With workforce shortages persisting across Ohio manufacturing, advance preparation can help employers avoid delays and protect access to critical skills.

“Early preparation is critical in a lottery system where demand far exceeds supply,” said James Lee, managing director of public policy services at the Ohio Manufacturers’ Association. “Manufacturers should review their options now.” 2/9/2026

Employers are entering one of the most uncertain workplace compliance environments in years as immigration enforcement shifts, federal workplace guidance evolves and states roll out new employment rules. Recent reporting has warned companies may be left “in a bind” after changes to EEOC harassment guidance created new gray areas even as liability standards remain in place, forcing HR teams to make high-stakes decisions without clear direction.

Immigration uncertainty is already complicating hiring and workforce planning, with legal advisers urging employers to review documentation practices and internal policies ahead of potential enforcement changes. At the same time, states are advancing new rules governing artificial intelligence in hiring and workplace conduct standards, increasing pressure on employers to explain and defend employment decisions.

Compliance is no longer a back-office function. It is an operational risk that can affect hiring, retention and legal exposure as employers navigate tighter labor markets and rising costs.

“Regulators are moving faster than clarity, and employers are the ones expected to absorb the risk,” said James Lee, managing director of public policy services at the Ohio Manufacturers’ Association. “When guidance shifts without clear guardrails, manufacturers are left navigating compliance in real time while trying to keep their workforce moving forward.”

HR leaders say proactive policy updates, manager training and stronger documentation practices will be essential as the legal landscape continues to evolve. 2/12/2026

Congress’ government funding bill includes new reforms aimed at pharmacy benefit managers (PBMs), a move manufacturers say could help curb rising health care costs by increasing transparency in the prescription drug supply chain. The changes target practices that critics say allow middlemen to capture discounts and fees without passing savings on to employers or patients.

“These reforms go after one of the least transparent parts of the health care system,” said James Lee, managing director of public policy services for the Ohio Manufacturers’ Association. “Manufacturers are focused on providing competitive benefits for their workers, and greater accountability for PBMs helps make sure savings reach employers and families instead of disappearing into complex pricing schemes.” 2/4/2026

Workers in skilled trades and technical fields are now experiencing lower unemployment than some college-educated professionals, signaling a shift in the U.S. labor market that carries implications for industrial states such as Ohio, according to a new analysis from The Washington Post.

The report found demand for workers with associate degrees or technical training has strengthened as hiring for certain white-collar occupations has slowed, reflecting the impact of automation, artificial intelligence and changing business needs. Jobs tied to construction, manufacturing and infrastructure have remained comparatively resilient.

Economists cited in the report said the trend challenges long-held assumptions that four-year degrees provide the most reliable path to job security, pointing instead to growing returns for workers with specialized skills.

For Ohio, where manufacturing remains a major employer, the findings underscore the importance of aligning education and training systems with labor-market demand. Analysts said states with large trade and technical workforces may be better positioned as employers continue to seek workers with practical, job-ready skills. 2/2/2026

Manufacturers hunting for workers are rewriting the rules on what “professional” looks like in today’s factories. A Manufacturing Management analysis points to growing acceptance of tattoos, piercings and personal style, while warning that safety and common sense still come first in industrial settings. Strict dress codes have nearly vanished in many workplaces as Gen Z and millennials bring new expectations to the shop floor. The article makes the case that flexible, clearly enforced policies can help manufacturing compete with retail, tech and logistics for talent without sacrificing discipline or performance. In Ohio’s tight labor market, workplace culture is becoming a recruiting tool for manufacturers competing for skilled labor. Employers that balance self-expression with safety and productivity may have an edge in attracting the next generation of skilled workers. 1/27/2026

Ohio manufacturers using a biweekly payroll schedule should plan ahead for an unusual calendar quirk in 2026: 27 pay periods instead of the typical 26. The extra pay period can affect payroll budgets, salary calculations, benefits deductions, and wage and hour compliance if it is not addressed early.

Employment law guidance highlights several steps employers should take now, including reviewing the 2026 payroll calendar, determining how salaried employees will be paid, auditing benefit and deduction caps, and adjusting labor budgets to account for the additional paycheck. Clear communication with employees is also critical to avoid confusion or unintended pay disparities.

For manufacturers operating on tight margins, even small payroll variances can add up quickly across a large workforce. Early planning can help avoid unplanned costs, compliance risks, and administrative headaches. Manufacturers are encouraged to coordinate with payroll providers, HR teams, and legal counsel to ensure systems and policies are aligned well before 2026. 1/20/2026

Workplace flexibility is increasingly being treated as a negotiated benefit rather than a guaranteed perk, according to a new workforce survey, a shift with clear implications for Ohio manufacturers’ recruitment and retention strategies. Just 7% of workers said they would quit immediately if faced with a nonnegotiable return-to-office requirement, down from 51% a year ago, and only 33% said they would look for another job rather than comply. Meanwhile, 74% of employees reported having the same or less bargaining power to demand flexibility, and nearly half expect stricter on-site attendance policies in the year ahead.

The findings reinforce that on-site work expectations are becoming more accepted across the labor market, particularly in industries such as manufacturing where many roles require physical presence. As flexibility becomes part of broader compensation and benefits discussions, manufacturers are weighing how scheduling, shift design and targeted flexibility can support workforce stability without compromising productivity or reliability. 1/13/2026

Ohio Attorney General Dave Yost rejected proposed referendum language seeking to repeal recent changes to state cannabis law, ruling it inaccurate and misleading. The decision pauses the effort and requires petitioners to revise and resubmit their summary. The ruling highlights ongoing questions around impairment, enforcement and employer responsibility as cannabis laws evolve. The Ohio Manufacturers’ Association is monitoring the issue closely with a focus on workplace safety, compliance and clear standards that allow employers to maintain safe, productive operations. 1/14/2026

Human resources (HR) leaders are heading into 2026 amid rising costs, tighter labor markets and evolving employee expectations. The HR Daily Advisor has illustrated five key trends that are expected to shape HR strategy this year, including accelerating health care costs, growing employee financial stress and increased demand for flexible, personalized benefits.

For manufacturers, these pressures come on top of ongoing challenges recruiting and retaining skilled talent in a competitive labor market. The article also points to a renewed focus on holistic well-being, including financial wellness and work-life balance, as employers look for practical ways to improve engagement and reduce turnover.

As workforce availability and stability remain critical to operational success, manufacturers may need to reassess benefit design, communication strategies and support tools to stay competitive in attracting and retaining employees in 2026. 1/7/2026

The U.S. House narrowly passed a Republican-backed health care package this week as internal GOP divisions intensified over the future of Affordable Care Act (ACA) subsidies. The bill, supported by House Speaker Mike Johnson, includes provisions aimed at expanding association health plans and increasing oversight of pharmacy benefit managers, steps supporters say could help reduce health care costs.

The vote comes as a bipartisan group of House lawmakers moves to force a separate vote in January on extending enhanced ACA premium tax credits that expire at the end of the year. Without action, analysts warn premiums could rise sharply in 2026.

For manufacturers and employers, the competing approaches underscore continued uncertainty in the health care landscape, complicating benefit planning, workforce retention and long-term cost management as policy debates remain unresolved heading into the new year. 12/18/2025

Language barriers in the manufacturing workforce are emerging as a risk to the U.S. industrial rebound, according to a report by Engineering.com. As factories expand production, many are relying on multilingual teams, but limited English proficiency among workers can hinder communication, safety compliance, training and overall productivity. The analysis notes that unclear instructions can lead to mistakes, safety incidents and slower output at a time when manufacturers are facing tight deadlines and rising demand. The report says companies may need to invest in targeted language training, clearer documentation and more inclusive communication practices to maintain quality and meet production goals. For manufacturers in Ohio and across the country, closing language gaps is becoming an important part of staying competitive in a fast-changing labor market. 12/10/2025

Fisher Phillips has summarized the IRS 2026 limits for employer-sponsored benefit plans, including retirement savings, HSAs, FSAs and other thresholds that affect payroll and compliance. The annual adjustments help employers keep plans aligned with federal rules and stay competitive in the labor market.

For 2026, the 401(k), 403(b) and 457(b) elective deferral limit will rise to $24,500, and the defined-contribution plan annual addition cap will increase to $72,000. HSA contribution limits, high-deductible health plan requirements and out-of-pocket maximums will also increase. Updates to highly compensated employee status, the Social Security wage base and several Affordable Care Act employer penalties will apply.

The Ohio Manufacturers’ Association encourages employers to review the changes, work with plan administrators and update payroll and HR systems ahead of 2026. 12/2/2025

Interest in apprenticeships is increasing sharply, according to HR Dive reporting on new data from the Indeed Hiring Lab. Searches for apprenticeship roles have more than doubled since 2020 and rose 35% in 2025, reflecting a growing number of job seekers pursuing paid training pathways. Manufacturing fields such as machining, maintenance, electrical work and industrial technology are seeing some of the strongest growth.

For human resources leaders at Ohio Manufacturers’ Association (OMA) member companies, the trend offers a new opportunity to strengthen talent pipelines. Apprenticeships can help employers develop skills internally, improve retention through structured advancement and attract younger and more diverse candidates who prefer earn-and-learn models over traditional education. The surge in interest comes as manufacturers continue to face shortages in high-demand technical roles.

Now may be a timely moment for HR teams to assess how apprenticeship programs fit into their recruitment and training strategies. 11/20/2025

The Ohio Manufacturers’ Association (OMA) testified Wednesday before the Senate Health Committee to oppose Senate Bill 198, which would expand the federal 340B Drug Pricing Program. The program was created to help low-income patients access affordable medicine, but OMA says it has drifted from its mission and now drives up health care costs for Ohio employers.

James Lee, OMA managing director of public policy services, told lawmakers that large hospital systems and pharmacy benefit managers are reaping profits while employers and workers foot the bill. A study by IQVIA estimates Ohio employers pay about $275 million each year in hidden costs tied to the 340B program.

Joining OMA, William Smith of the Pioneer Institute detailed how 340B institutions exploit drug discounts and often operate in affluent areas rather than serving low-income communities.

OMA urged legislators to restore transparency provisions vetoed from the state budget and consider reforms modeled after Indiana, which has adopted stronger oversight to ensure the program benefits patients rather than institutions. 11/12/2025

According to The Columbus Dispatch, Ohio health insurance premiums will increase as much as 9% in 2026, the largest annual jump since 2010. Rising provider costs, higher drug prices and the pending expiration of enhanced Affordable Care Act (ACA) premium tax credits are fueling the increase.

Manufacturers and businesses should plan for higher employee health plan costs and review benefit designs, cost-sharing options and coverage alternatives before the 2026 plan year. OMA will track ACA changes and offer guidance to help members control expenses. 11/4/2025

A bill advancing in the Ohio Senate would prohibit private-sector employers from asking applicants about their criminal history — a proposal the Ohio Manufacturers’ Association (OMA) strongly opposes. The measure would restrict employers’ ability to make informed hiring decisions and protect workplace safety.

Manufacturers across Ohio, including many OMA members, are already leading the way in offering meaningful employment opportunities for returning citizens through targeted training and re-entry programs. The OMA maintains that government mandates like this bill undermine effective, employer-driven workforce solutions that are already working. Contact James Lee to see how you can get involved. 10/29/2025

Lawmakers this week rejected Ohio House changes to Senate Bill 56, legislation sponsored by Sen. Steve Huffman, R-Tipp City. The House had sought to ease some of the bill’s restrictions.

In a show of solidarity, Senate Democrats and Republicans unanimously forced the bill into extra innings sending it to a joint House-Senate conference committee where the two chambers will attempt to hammer out differences.

For now, sales of synthetic marijuana products such as Delta-8 remain unrestricted.

Gov. Mike DeWine previously issued an executive order to limit sales of such products, but that order was blocked by a Franklin County judge. 10/30/2025

Recent reports show Amazon is cutting about 14,000 corporate jobs — the largest layoffs in its history — as it reallocates resources toward generative AI development. The move underscores how quickly AI is reshaping workforce structures across industries, not just in tech. For manufacturers, it’s a clear signal that automation and AI-driven efficiency will demand thoughtful workforce planning, reskilling and adaptability to stay competitive. 10/28/2025

BSI’s recent article on “Seven Organizational Resilience Pitfalls to Avoid” points out common mistakes that can undermine emergency preparedness in manufacturing. One big tip? Don’t just go through the motions with drills — the drills should test if your plans actually work, not just check if people show up. Manufacturers are encouraged to run realistic, even surprise drills to spot any weak spots in their emergency plans.

Another common mistake is limiting all the planning to a single department. BSI recommends involving teams from finance, human resources, information technology, operations and leadership to ensure comprehensive coverage. Collaborating across departments helps identify critical priorities and establish backup systems, keeping operations running smoothly when unexpected events occur.

The article also points out how important it is to bring in outside partners like fire departments and insurance folks. Having them involved makes sure everyone’s ready and knows what to do if a real emergency happens. For manufacturers, that means getting to know your local emergency services and working with them as part of your prep to make your operation stronger and safer. 10/23/2025

Earlier this week, the Ohio Manufacturers’ Association (OMA) voiced strong support for Ohio employers by raising concerns about House Bill 276, which proposes an expansion of the federal 340B Drug Pricing Program.

OMA President Ryan Augsburger authored an op-ed in The Columbus Dispatch, and Managing Director of Public Policy James Lee testified before the House Insurance Committee, urging lawmakers to pause the bill. The proposed expansion would add $326 million in healthcare costs for Ohio employers. Moreover, a recent report from the Congressional Budget Office has shown that the program fails to deliver drug discounts to the low-income patients the program was meant to benefit. The OMA is advocating for transparency and accountability before any expansion — ensuring healthcare dollars truly benefit Ohioans, not drive-up premiums for businesses and employees.

The National Association of Manufacturers’ is leading the charge for necessary congressional reforms to place guardrails on the 340B Program and restore its original intent to protect patients, employers and rural healthcare systems. 10/14/2025