Indiana Employee Handbook

When your company hires employees in Indiana, you are required to comply with federal, state, and local employment laws. There are a variety of human resources and labor policies in the workplace that differ by state. Through your employee handbook, employers can easily document and distribute the correct policies to their employees to comply with the laws of each state.

Creating your Indiana Employee Handbook is a useful way to explain important policies and procedures, mitigate legal risk, and introduce employees to the expectations and operating practices of the organization.

Mosey has compiled the relevant policies a company with employees in Indiana must consider.

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Indiana Employee Handbook Policies

There are 3 state and local employee handbook policies in Indiana.

Leaves of Absence

Indiana Volunteer Emergency Responder Leave Policy

You are permitted to take job-protected leave to serve as a: (a) Volunteer firefighter or member of an emergency medical service personnel responding to a fire or emergency call, or (b) Member of the Civil Air Patrol engaging in an emergency service operation. You must provide Employer advance written notice of your volunteer status prior to requesting the leave. Employer may deny your leave request if you are determined to be an “essential” employee.

Indiana Jury Duty Leave Policy

You are entitled to job-protected leave to serve as a juror. Unless directed otherwise by your manager, you should return to work at the completion of jury duty, even if for a partial day.

Indiana Military Family Support Leave

Under the Indiana Military Leave Act, you are permitted to take up to 10 working days of job-protected military family leave per calendar year if your spouse, parent, grandparent, child, or sibling is ordered to active duty.

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Federal Employee Handbook Policies

Regardless of which states you have employees in, there are required federal policies that must be included in your employee handbook. In addition to any state-specific policies, your employee handbook for Indiana should contain the following federal policies.

Anti-Harassment Policy
Anti-Sexual Harassment Policy
Anti-Retaliation Policy
Equal Employment Opportunity Policy
Reasonable Accommodation Policy

Handbook Policy Best Practices

In addition to the required federal policies, the following policies are best practices to include in your employee handbook.

Weapons Policy
Disciplinary Action Policy
Prohibited Conduct Policy
Violations Reporting Policy
Workplace Violence Prevention Policy
At-Will Employment

Fireable Offense 101: Navigating Immediate Terminations for HR

Terminating an employee is never an easy task, but it’s a necessary part of managing a workplace. One of the most important parts of workforce management is understanding what constitutes a fireable offense, which is an action or behavior that justifies immediate dismissal. Knowing how to handle terminations fairly and legally is key to protecting your organization while respecting the rights of your employees. Use Mosey’s guide to help you recognize fireable offenses, define them in employee handbooks, and avoid potential pitfalls like wrongful termination claims.

Cell Phone & Internet Reimbursement Laws by State

Tracking internet usage for expense reports is important for individuals and businesses alike, as it directly impacts taxable income and potential tax deductions. If your employees work in person, you probably have an intuitive sense of which expenses are your responsibility and which remain with your staff. You don’t need to buy your COO a spiffy new suit or take the whole office out to lunch every day—but you also wouldn’t dream of asking your team to fund the office electric bill or pay for their own desks.

How Do I Get My California Employer Account Number?

Your California Employer Account Number (EAN) is your business entity’s ticket to operating in the Golden State. Note that this special number is not a formality. It is essential in allowing you to pay taxes, manage employee benefits, and stay on the right side of California’s employment laws. Every employer doing business in California needs an EAN. It’s a mandatory step, and you should prioritize getting it even before your first employee starts working.

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