What are the labor and employment laws in Indiana?

What are the labor and employment laws in Indiana?

Summary Indiana law prohibits an employer from discriminating and retaliating against employees in a variety of protected classes. Indiana permits preemployment criminal history background checks. In Indiana, there are requirements relating to the minimum wage, overtime, breastfeeding breaks and child labor.

What is the minimum wage law in Indiana?

Indiana’s Minimum Wage Law applies to employers that have two or more employees and that are not covered by the federal Fair Labor Standards Act. Indiana employers must pay nonexempt employees one and-one-half times the employee’s regular rate of pay for any hours worked over 40 in a workweek.

What are the laws for overtime in Indiana?

Code 22-2-2-4(k).. See FLSA: Overtime for more information regarding overtime requirements. Meals and Breaks. Indiana labor laws require employers to provide either one or two rest periods totaling thirty (30) minutes to employees under the age of eighteen (18) if scheduled to work six (6) or more consecutive hours.

What are the civil rights laws in Indiana?

The Indiana Civil Rights Law (ICRL), which applies to private employers that have six or more employees within the state, prohibits employers from discriminating against employees on the basis of protected characteristics such as: Race; Religion; Color; Sex; Disability; National origin; Ancestry; and Veteran status.

Summary Indiana law prohibits an employer from discriminating and retaliating against employees in a variety of protected classes. Indiana permits preemployment criminal history background checks. In Indiana, there are requirements relating to the minimum wage, overtime, breastfeeding breaks and child labor.

What are the minimum wage laws in Indiana?

The minimum wage laws in the state apply to any and all employers who have two or more employees, and who are not covered by the federal Fair Labor Standards Act. Indiana caps the time a minor is allowed to work, though the cap depends on the age of the employee and the industry in which they seek to work.

Code 22-2-2-4(k).. See FLSA: Overtime for more information regarding overtime requirements. Meals and Breaks. Indiana labor laws require employers to provide either one or two rest periods totaling thirty (30) minutes to employees under the age of eighteen (18) if scheduled to work six (6) or more consecutive hours.

The Indiana Civil Rights Law (ICRL), which applies to private employers that have six or more employees within the state, prohibits employers from discriminating against employees on the basis of protected characteristics such as: Race; Religion; Color; Sex; Disability; National origin; Ancestry; and Veteran status.

How old do you have to be to work in Indiana?

Indiana does not have any laws requiring an employer to provide a meal period or breaks to employees eighteen (18) years of age or older, thus the federal rule applies. The federal rule does not require an employer to provide either a meal (lunch) period or breaks. However, if an employer chooses to do so, breaks,…

Is it legal to take time off in Indiana?

Employers in the state of Indiana are legally required to allow employees to take time off paid work duties to serve on a jury. Some states also require their employers to provide their employees with time off for voting purposes.

What are the laws for military leave in Indiana?

Under the federal Uniformed Services Employment and Reemployment Rights Act, or USERRA, and Indiana law, employers are required to allow employees to take leave for federal or state military service or active duty. Employees are legally entitled to be reinstated after their leave.

Indiana does not have any laws requiring an employer to provide a meal period or breaks to employees eighteen (18) years of age or older, thus the federal rule applies. The federal rule does not require an employer to provide either a meal (lunch) period or breaks. However, if an employer chooses to do so, breaks,…

Indiana’s Minimum Wage Law applies to employers that have two or more employees and that are not covered by the federal Fair Labor Standards Act. Indiana employers must pay nonexempt employees one and-one-half times the employee’s regular rate of pay for any hours worked over 40 in a workweek.

What is the Indiana employment discrimination against Disabled Persons Act?

The Indiana Employment Discrimination Against Disabled Persons Act (IEDADPA) applies to employers with 15 or more employees. The IEDADPA prohibits discrimination against qualified individuals with disabilities and requires a covered employer to provide reasonable accommodations for such individuals.

How are employees paid in the state of Indiana?

Employees may also be paid by electronic transfer of funds to a financial institution designated by the employee. Indiana law requires that employees be paid at least semimonthly, or biweekly if requested by the employee. Employees must be paid no later than 10 business days after the regular pay period ends.

What are the requirements for EEO in Indiana?

Key Indiana requirements impacting EEO, diversity and employee relations are: The Indiana Civil Rights Law (ICRL), which applies to private employers that have six or more employees within the state, prohibits employers from discriminating against employees on the basis of protected characteristics such as: Veteran status.

The Indiana Employment Discrimination Against Disabled Persons Act (IEDADPA) applies to employers with 15 or more employees. The IEDADPA prohibits discrimination against qualified individuals with disabilities and requires a covered employer to provide reasonable accommodations for such individuals.

Employees may also be paid by electronic transfer of funds to a financial institution designated by the employee. Indiana law requires that employees be paid at least semimonthly, or biweekly if requested by the employee. Employees must be paid no later than 10 business days after the regular pay period ends.

Key Indiana requirements impacting EEO, diversity and employee relations are: The Indiana Civil Rights Law (ICRL), which applies to private employers that have six or more employees within the state, prohibits employers from discriminating against employees on the basis of protected characteristics such as: Veteran status.

Who is not an employee under the Indiana Workers Compensation Act?

A person is an independent contractor and not an employee for the purposes of the Indiana Workers’ Compensation Act if the person is an independent contractor under the guidelines of the U.S. Internal Revenue Service. I.C. §22-3-6-1.

Who is considered a joint employer in Indiana?

A parent corporation and its subsidiaries shall each be considered joint employers of the corporation’s, the parent’s or the subsidiaries’ employees for the purposes of the exclusive remedy and contributions of compensation sections under the Indiana Workers’ Compensation Act. I.C.§22-3-6-1 (a).

What are the laws on discrimination in Indiana?

Indiana state laws prohibit employers from discriminating against workers due to race, color, sex, religious affiliation, disability, ancestry or country of origin. Age discrimination is also considered illegal. However, state laws prevent employees from taking employers to court based on this type of discriminatory practice.

Can a business fire an employee in Indiana?

Retaliation: In the state of Indiana, business owners may not fire employees for retaliatory purposes, meaning they cannot terminate employees because they feel the employee is going to harm them or their business.

Retaliation: In the state of Indiana, business owners may not fire employees for retaliatory purposes, meaning they cannot terminate employees because they feel the employee is going to harm them or their business.

Indiana state laws prohibit employers from discriminating against workers due to race, color, sex, religious affiliation, disability, ancestry or country of origin. Age discrimination is also considered illegal. However, state laws prevent employees from taking employers to court based on this type of discriminatory practice.