The Indiana Civil Rights Law prohibits employment practices that discriminate based on race, sex, religion, color, disability, national origin, ancestry, or status as a veteran. The Law covers all public employers and private employers with six or more employees, including employment agencies and labor unions (IN Stat. Sec. 22-9-1-2 et seq.).
Exception for religious organizations. The Law does not apply to any nonprofit corporation or association organized exclusively for fraternal or religious purposes or to any school, educational, or charitable religious institution owned by, conducted by, or affiliated with a church or religious institution.
Like the federal law under Title VII of the Civil Rights Act of 1964 (Title VII), the Law prohibits employers from making any decision regarding hiring, discharge, advancement, compensation, or any other condition of employment based on one of the protected characteristics. Job-related retaliation against employees who file discrimination complaints or participate in the investigation or hearing of discrimination claims is also prohibited. In addition, public works contractors are required to include clauses in their subcontracts prohibiting subcontractors from engaging in discrimination.
Exception for bona fide occupational qualification (BFOQ). State law provides an exception for employment practices that discriminate based on sex if sex is a BFOQ reasonably necessary to the normal operations of the employer’s business (IN Code Sec. 22-9-1-3(q)).
Under state law, employers must attempt to provide reasonable accommodation for the religious beliefs and practices of job applicants and employees, unless to do so would create an undue ...