This form is a sample of vacation and sick pay provisions for an employment agreement. The form contains sections pertaining to holidays with pay, annual leave, sick leave,and the Family and Medical Leave Act.
Indiana Employee Agreement - Vacation and Sick Pay
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FAQ
In Indiana, vacation pay is subject to the Wage Payment Statute. This means that employees are entitled to be paid for any accrued, but unused vacation time unless employers have a written policy to the contrary.
Indiana law only requires that employers must pay employees for actual time worked. As a result, employers are not required to pay for sick days, personal days, or holidays.
As an employer in the state of Indiana, you are not required to offer paid or even unpaid vacation time to your employees.
The Indiana Court of Appeals has said that if an employer promises or provides paid vacation based upon time worked, vacation pay is simply deferred wages. Under those circumstances, an employer must pay for accrued, unused vacation at termination according to the employer's accrual plan (Die & Mold, Inc.
By law, employers must pay Statutory Sick Pay (SSP) to employees and workers when they meet eligibility conditions, including when: they've been off sick for at least 4 days in a row, including non-working days.
You can only have up to 3 personal days available, if you accumulate more they roll over to sick days. You can accumulate 2 weeks of sick pay per year. There are 9 sick days per year.
An employer may lawfully establish a policy or enter into a contract denying employees payment for accrued vacation leave upon separation from employment. See Indiana Heart Associates, P.C. v.
FMLA leave is unpaid, but employees may be allowed (or required) to use their accrued paid leave during FMLA leave.
An employer may lawfully establish a policy or enter into a contract denying employees payment for accrued vacation leave upon separation from employment. See Indiana Heart Associates, P.C. v.
In Indiana, vacation pay is subject to the Wage Payment Statute. This means that employees are entitled to be paid for any accrued, but unused vacation time unless employers have a written policy to the contrary.