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Indiana Termination (with Discharge): What you need to know

Indiana is an “employment-at-will” state. This means that an employer may generally terminate an employee at any time and for any reason, unless a law or contract provides otherwise. For example, a federal or state law, collective bargaining agreement, or individual employment contract may place limitations on an otherwise at-will relationship.
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Although the Indiana courts generally adhere to a presumption of at-will employment, there are a number of statutory and recognized common law exceptions to this rule.
Jury or witness duty. Employers may not discipline or discharge employees for receiving or responding to a summons, serving as a juror, attending court for prospective jury service, or receiving or responding to a subpoena in a criminal proceeding (IN Stat. Sec. 35-44.1-2-11 and IN Stat. Sec. 35-44.1-2-12).
Military family leave. Employers with 50 or more employees must provide unpaid leave for the eligible spouse, parent, grandparent, or sibling of a person ordered to active military duty. The law allows up to 10 days of leave per year. Employees who take this leave are entitled to job restoration (to either the position the employee held before the leave or an equivalent position with equivalent seniority, pay, benefits, and other terms and conditions of employment). In addition, employers may not interfere with, restrain, or deny an employee his or her rights under the law (IN Stat. Sec. 22-2-1et seq.).
Political activities. It is illegal under Indiana law to threaten discipline or discharge in order to influence an employee's political opinions or actions (IN Stat. Sec. 3-14-3-21(1)).
Safety and health violations. It is illegal in Indiana to fire an employee in retaliation for ...

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Indiana Termination (with Discharge) Resources

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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.
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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.