|
|

Indiana AIDS and Disease: What you need to know

The Indiana Employment Discrimination Against Disabled Persons Act provides broad protection for applicants and employees with disabilities and is similar to the federal Americans with Disabilities Act (ADA) (IN Code Sec. 22-9-5-1 et seq.). The Employment Discrimination Against Disabled Persons Act applies to public and private employers with 15 or more employees.
The Employment Discrimination Against Disabled Persons Act defines "disability" as:
• A physical or mental impairment that substantially limits at least one major life activity
• A record of such an impairment
• Being regarded as having such an impairment
Although the ADA has similar provisions to the state law, amendments broadened the ADA's definition of "disability" and expressly changed the definition of a "regarded as" disability. Under the ADA, an individual is regarded as having a disability if he or she was subjected to an action prohibited under the ADA because of an actual or perceived impairment whether or not the impairment actually limits or is perceived to limit a major life activity.
For a Limited Time receive a FREE HR Report on the "Critical HR Recordkeeping”.  This exclusive special report covers hiring records, employment relationships, termination records, litigation issues, electronic information issues, tips for better recordkeeping, and a list of legal requirements.  Download Now
The Employment Discrimination Against Disabled Persons Act prohibits the use of medical examinations as part of the employment application process (IN Code Sec. 22-9-5-20). Employers are not permitted, under any circumstances, to require a medical examination before an offer of employment has been made. However, employers may require physical examinations after a job offer has been made, if:
• The examination is required for all applicants for the job in question, regardless of disability.
• The examination is reasonable and necessary in light of the duties of the job in question.
• The results of the examination are maintained in a ...

>> Read more about AIDS and Disease

More on this topic:

State Requirements

National | Alabama | Alaska | Arizona | Arkansas | California | Colorado | Connecticut | Delaware | District of Columbia | Florida | Georgia | Hawaii | Idaho | Illinois | Indiana | Iowa | Kansas | Kentucky | Louisiana | Maine | Maryland | Massachusetts | Michigan | Minnesota | Mississippi | Missouri | Montana | Nebraska | Nevada | New Hampshire | New Jersey | New Mexico | New York | North Carolina | North Dakota | Ohio | Oklahoma | Oregon | Pennsylvania | Rhode Island | South Carolina | South Dakota | Tennessee | Texas | Utah | Vermont | Virginia | Washington | West Virginia | Wisconsin | Wyoming |

Indiana AIDS and Disease Resources

AIDS and Disease Products

Free Special Reports
Get Your FREE HR Management Special Report. Download Any One Of These FREE Special Reports, Instantly!
Featured Special Report
Claim Your Free Copy of Critical HR Recordkeeping

Record retention is complex and time consuming. However, in addition to complying with various federal and state laws, keeping good, well-organized records can be very helpful in documenting and supporting an organization’s employment actions.
Download Now!


This special report will discuss how you can ensure your records are in good order, and establish a record-retention policy.

Topics covered:
1. Hiring Records
2. Employment Relationships
3. Termination Records
4. Litigation Issues
5. Electronic Information Issues
6. Tips for Better Recordkeeping
7. A List of Legal Requirements

Make sure you have the information you need to know to keep your records in order.