When working in the state of Indiana, it is important to know your employee rights. Knowing your rights gives you a leg to stand on if you feel that your rights are being violated. Employers will want to know employee rights to avoid committing costly infractions of state law. In Indiana, workplace laws are enforced by the Department of Labor.
Indiana is an "at will" employment state. Employers may terminate employment for almost any reason or no reason at all. However, there are some reasons for termination that are legally prohibited. Employers may not terminate or otherwise discriminate against employees on the basis of race, gender, national origin, religion, disability status or age. Further, employers may not terminate employees for refusing to comply with illegal orders or reporting illegal workplace practices. After termination, an employer must pay the terminated employee all of his outstanding vacation pay. A terminated employee must receive all outstanding wages before the next regularly scheduled payday.
Indiana labor law prevents employers from making deductions from employee wages, except in narrowly defined and legally sanctioned circumstances. Deductions allowed by law include state and federal taxes, union dues, loans made to employees and donations to charity. An employer may not fine an employee for any infraction and deduct the fine from an employee's paycheck. All deductions made other than taxes require the prior written consent of the employee. The employee may revoke authorization for a deduction at any time.
In most circumstances, employees do not have to be paid for time spent on-call. Indiana state law only requires employers to pay their employees for time spent on the premises or under the direct supervision of management. If you are allowed to leave the building while on-call you do not have to be paid. However, if your manager or employer requires that you remain at your place of employment while on-call you have the right to be paid for this time.
Indiana law prohibits employers from blacklisting employees. This means that an employer may only provide truthful information to another employer when giving a reference. Employees who feel that they have been unfairly defamed by a former employer have the right to request all pertinent written communication. The Indiana Department of Labor does not enforce the blacklisting law. Rather, those who feel they have been victimized by blacklisting must hire an attorney and file a suit in civil court.