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 6 state and local employee handbook policies in Indiana.

Wage and Hour

Indiana Lactation Break Policy

You are entitled to reasonable break time to express breast milk for up to one year after your child’s birth, generally aligned with existing paid or unpaid breaks. Employees should coordinate additional breaks with their supervisor if needed. Employer will provide a private, secure, and sanitary lactation space near your work area that is not a bathroom, shields privacy, and includes cold storage for breast milk. Retaliation or discrimination for using these accommodations is strictly prohibited.

Leaves of Absence

Indiana Mobile Support Unit Leave Policy

You are permitted to take up to 60 days of paid leave to serve as a member of a mobile support unit established by the state in response to an emergency.

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 Policy

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.

Indiana Military Service Leave Policy

You are entitled to a leave of absence if you are a member of the Indiana National Guard and are called to state active duty. The leave period will correspond to the length of your active duty service and is in addition to any regular vacation time you may have.

At the discretion of Employer, this leave may be paid or unpaid, in accordance with company policy.

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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.

Prohibited Conduct Policy
Violations Reporting Policy
Workplace Violence Prevention Policy
Weapons Policy
Disciplinary Action Policy
At-Will Employment
Federal Uniformed Services Employment and Reemployment Rights Act (USERRA) Policy

New York Paid Sick Leave Laws

New York’s paid sick leave laws are designed to protect workers, but for employers, they come with strict compliance obligations. Understanding these rules is essential to avoid penalties, maintain trust, and keep HR processes running smoothly. Ultimately, whether you’re an employee, employer, or HR professional, these laws are crucial for a healthy and productive workplace. Key Takeaways Most New York employers must provide paid sick leave based on size and income thresholds Both full-time and part-time workers are eligible, regardless of immigration status Employers must allow use for personal illness, family care, preventive care, and domestic violence situations Clear policies and proper recordkeeping are critical to compliance Overview of New York’s Paid Sick Leave Laws Navigating the maze of New York labor laws can be tricky. However, understanding them is easier when you break them down into their different components. Today, we’re covering the state’s complex leave laws.

POWR Act Checklist: A Guide to Colorado's Anti-Discrimination Act

Colorado’s Promoting Opportunities and Workers’ Rights (POWR) Act introduces significant changes to the state’s anti-discrimination laws, impacting how employers manage workplace fairness and employee rights. POWR takes progressive steps to promote workplace equality. Here’s what HR professionals need to know about implementing the POWR Act and how Mosey can help with business compliance. What Is Colorado’s POWR Act? The POWR Act expands federal protections against discrimination and harassment in the workplace. POWR runs concurrently with all federally required anti-discrimination laws, taking them several steps further to address common concerns and build a balanced workforce for all people.

HRIS Compliance Stack for Multi-State Teams

By Brett Ungashick, Founder of Outsail In the early days of building an HR process and team, leaders lean heavily on their core HRIS. It’s the system of record, the workflow engine, and often the de facto compliance tool. But as teams grow, especially across state lines, cracks begin to form in that HRIS compliance structure. Simply put, the traditional HRIS wasn’t built to manage the full weight of multi-state compliance. And for teams moving off of PEOs, the complexity becomes even more pronounced. That’s why evaluating your HRIS early, and understanding where it supports compliance versus where it falls short, is critical to scaling smoothly.

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