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Compliance Resources
For Managers and Supervisors

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

Conflicts of Interest and Commitment

Summary: It is the policy of Indiana University that conflicts of interest should be avoided where possible, or otherwise disclosed and managed. Employees have a responsibility to immediately disclose any real or potential conflicts of interest. It is also the policy of Indiana University that employees devote their university work activities to official functions of the university; use university resources only in the interest of the university; and, not allow external activities to impede the fulfillment of university responsibilities.

Disabilities Act (ADA)

Summary: In compliance with the Americans with Disabilities Act of 1990, and related laws, Indiana University is committed to maintaining an inclusive and accessible environment across all of its campuses and eliminating discrimination against people with disabilities. Ensuring that all University community members have access to facilities, information, as well as information technology associated with administration and services, coursework and instruction, programs, and University-sponsored activities is among the highest priorities.

Discrimination, Harassment, and Sexual Misconduct

Summary: Indiana University is committed to compliance with state and federal laws regarding discrimination, harassment, and/or sexual misconduct; to making required reporting to state and federal agencies; and to working with law enforcement officials and agencies where applicable. The university is also committed to using its resources in research and education to improve programs aimed at preventing and reducing discrimination, harassment, and sexual misconduct in our community, and ensuring safe, diverse, equitable, and inclusive communities.

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.

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. Discrimination on the basis of genetic information is also prohibited by the university’s non-discrimination policy.

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.

Non-Discrimination / Equal Opportunity / Affirmative Action

Summary: Indiana University prohibits discrimination and harassment on the basis of age, color, disability, ethnicity, sex, gender identity, gender expression, genetic information, marital status, national origin, race, religion, sexual orientation, or veteran status (“protected classes”).

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.

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.

Workers' 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.