Indiana Sick Leave laws & HR compliance analysis

Indiana Sick Leave: What you need to know

No Indiana law requires private employers to provide employees sick leave, paid or unpaid, although many employers do grant it as an important employee benefit.
It is important to remember, however, that if sick leave is promised, an employer may create a legal obligation to grant it. Employers should regularly review statements made in handbooks or elsewhere to ensure that they accurately reflect current policies. If changes are necessary, the policy should be revised and employees notified of the changes.
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Public employees may use sick leave for illness, injury, legal quarantine, or to care for an immediate family member who is ill or injured. "Immediate family" means spouse, child, or parent who resides with, and is dependent upon, the employee for care and support.
The director or appointing authority may require a medical certificate from the attending physician or a designated physician, documenting the nature and extent of the disability or fitness to return to duty. The cost of obtaining certification from a designated physician is the responsibility of the appointing authority.
Accrual. Leave with pay accrues to full-time and part-time employees in the nonmerit service based on the number of months of employment.
Sick leave will not accrue to hourly, per diem, temporary, intermittent, or contractual employees or employees working less than half-time (IN Admin. Code Title 31 Sec. 5-8-3).
Note: BLR® provides comprehensive employment law coverage at the federal and state levels. However, businesses may be subject to additional requirements at the local (city, county, and municipal) level.
For select cities, BLR will provide a brief overview of ...

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