Access key resources that help private employers in Indiana stay apprised of HR and employment law developments, obtain insights on how the developments compare to related Federal requirements, and customize tools to comply with state and municipal requirements. All are available to XpertHR subscribers; explore them here! You may wish to start with the following state-specific resources:
You can access the full Indiana Employment Law Manual (over 50 state-specific reference resources) and Employee Handbook templates (over 10 statements state-specific handbook policy templates) below, as well as view key state and municipal deadlines, additional state-specific resources and links to key municipal coverage.
Enhanced to improve the comprehensiveness, organization and topics covered of state employment laws.
Enhanced to link users to the most comprehensive coverage of each law and to improve the organization and scope.
July 1 ushers in many new requirements with which employers must comply, including pay equity and salary history inquiry laws intended to bridge the wage gap; employee leave laws that establish or expand employees' rights to leaves of absence and time off from work; and minimum wage rates that increase or, in some cases, take effect for the first time. This article has been updated to reflect discrimination and leave protections for crime victims in Vermont.
Updated to reflect a law regarding the status of certain marketplace contractors, effective July 1, 2018.
The 7th Circuit Court of Appeals has ruled in a pair of recent cases that an employer need not provide a long-term medical leave of absence as a reasonable accommodation under the ADA.
Updated to include information on case law regarding leave as a reasonable accommodation under the federal Americans with Disabilities Act.
Updated to reflect law limiting an employee's criminal history information as evidence against an employer, effective July 1, 2017.
A round-up of the comprehensive state coverage XpertHR offers to help Indiana employers ensure they are compliant with state employment laws.
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