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Home > Employee Relations> Compliance Resources

Compliance Resources
For Managers and Supervisors

The information on this page will help provide managers and supervisors with the knowledge and resources they need to comply with (1) employment laws and regulations and (2) university requirements as related to these laws and regulations.

Disabilities Act (ADA)

Summary: In compliance with the Americans with Disabilities Act (ADA) of 1990. Features procedure for an individual to request an accommodation to perform a job or participate in an employment-related activity.

 

Employment of Minors

Summary: Federal child labor rules are established by the Fair Labor Standards Act (FLSA). The rules vary depending upon the age of the young worker and his or her occupation. In addition, Indiana labor laws require IU to obtain an employment and age certification from the minor (issued by the minor's school). That procedure, as well as brief exceptions to restrictions when employing a minor and a list of prohibited occupations are provided in the policy linked below.

 

Equal Opportunity/Affirmative Action

Summary: Indiana University's statement prohibiting job discrimination.

 

Fair Labor Standards Act (FLSA)

Summary: The Fair Labor Standards Act (FLSA) is an employee protection act that establishes minimum wage, overtime pay, equal pay, and recordkeeping laws.

Family Medical Leave Act (FMLA)

Summary: The FMLA of 1993 provides an entitlement of up to 12 weeks of job-protected, unpaid leave during a calendar year to eligible, covered employees for (1) birth and care of a child or placement for adoption/foster care of a child; (2) care of an immediate family member; or (3) care of the employee's own health condition.

 

Genetic Information Nondiscrimination Act (GINA)

Summary:  The Genetic Information Nondiscrimination Act (GINA) prohibits the use of genetic information in employment decision making; restricts employers from requesting, requiring, or purchasing genetic information; requires that genetic information be maintained as a confidential medical record; and places strict limits on disclosure of genetic information

 

Ghost Employment

Summary: Indiana Law Code 35-44-2 makes it a criminal and civil law offense for IU to employ and pay an employee when that employee is not performing duties related to the operation of the employer.

 

Military Leaves for Employees and Military Families

Summary: The Uniformed Services Employment and Reemployment Rights Act (USERRA) establishes employee eligibility and job entitlements, employer obligations, benefits and remedies under the Act.

 

Records: Confidentiality of Student, Medical, and Personnel Records

Summary: Depending upon the type of record accessed, there is a federal law or university policy governing the handling and use of confidential material.

 

Reduction in Force (RIF)

Summary: In compliance with the Worker Adjustment and Retraining Notification Act (WARN). Provides advance notice of layoff and employee rights and responsibilities about seeking employment and retraining.

 

Sexual Harassment

Summary: Sexual harassment is a form of sex discrimination that violates Title VII of the Civil Rights Act of 1964. IU's policy against sexual harassment includes definitions, enforcement principles, and examples.

 

Substance-Free Workplace

Summary: In compliance with the Drug-Free Workplace Act of 1988 and the federal Drug-Free Schools and Communities Act Amendments of 1989. References the Controlled Substances Act, criminal penalties, and health risks.

 

Whistleblower Protection

Summary: This IU policy supplements the existing Indiana state statute IC 20-12-1-8 and protects individuals from retaliatory academic or employment action including discharge, reassignment, demotion, suspension, harassment, or other discrimination. Employees have reporting obligations under state and federal law in cases such as, fiscal misconduct, ghost employment, Occupational Safety and Health Act (OSHA), etc.

 

Worker's Compensation

Summary: The provisions of Indiana Code Title 22, Article 3 provides for employers to pay--and employees to accept--compensation for personal injury or death by an accident arising out of and in the course employment.

 

Workplace Safety

Summary: IU recognizes its responsibility to provide a safe and healthful working environment. This includes efforts to promptly investigate and address health and safety issues, providing training and safety equipment for employees who perform dangerous tasks, and providing information on hazardous materials.

 

 

Page updated: 26 June 2014
UNIVERSITY HUMAN RESOURCES
Contact Employee Relations: • 812-856-6047

Indiana University is an equal opportunity and affirmative action employer. All qualified applicants will receive consideration for employment without
regard to race, color, ethnicity, religion, age, sex, sexual orientation or identity, national origin, disability status, or protected veteran status.
This institution is also a provider of ADA services.

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