Gyugo v. Franklin Cty. Bd. of Dev. Disabilities (Slip Opinion)

**Worker Fired for Not Disclosing Sealed Criminal Record on Application** This case involved Michael Gyugo, who worked for the Franklin County Board of Developmental Disabilities providing services to adults with disabilities. When Gyugo filled out employment and registration renewal forms, he failed to disclose a criminal conviction that had been legally "sealed" (meaning the record was supposed to be hidden from most employers). The county fired him for being dishonest on these applications. Gyugo argued that he shouldn't have been required to reveal his sealed conviction and that his firing was wrongful. However, the Ohio Supreme Court disagreed and upheld his termination. The court ruled that because Gyugo's job involved working directly with vulnerable adults, the employer had a legitimate right to ask about sealed convictions. The questions on the forms were directly related to his job duties and qualifications for registration as an adult-services worker. **What This Means for Workers:** Even if you have a sealed criminal record, certain employers—especially those working with vulnerable populations like children, elderly, or disabled individuals—may still legally require you to disclose these convictions on job applications. Always read application questions carefully and answer honestly, as lying can lead to termination even if the underlying conviction was sealed.