Indiana Complaint regarding Misappropriation by Former Employee and Prospective Purchaser
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How to fill out Complaint Regarding Misappropriation By Former Employee And Prospective Purchaser?
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FAQ
Examples of items that should not be included in the personnel file are: Pre-employment records (with the exception of the application and resume) Monthly attendance transaction documents. Whistleblower complaints, notes generated from informal discrimination complaint investigations, Ombuds, or Campus Climate.
Mail to: Indiana Department of Labor?IOSHA Complaint Duty Officer. 402 W. Washington Street, Rm. W195. Indianapolis, IN 46204. Fax to ?Attention Complaint Duty Officer? to (317) 233-3790. Email to oshacomplaint@dol.in.gov.
Indiana's blacklisting law does not prevent a former employer from sharing accurate information about how and why an employee left a position. However, the statute does prohibit employers from communicating false information that would deter another person from hiring the discharged employee.
(a) The state and political subdivisions of the state shall provide reasonable paid break time each day to an employee who needs to express breast milk for the employee's infant child.
State law in Indiana requires employers to adhere to Indiana's Minimum Wage Law, and they must furnish their employees a statement of all hours worked, wages paid, and deductions itemized in a pay period. Employees also have the right to work in a safe workplace.
Personnel files are considered the property of the company, and federal law does not guarantee a right to access your personnel file. However, some states have laws relating to personnel files laws that grant or deny an employee access to his or her own personnel files.
Indiana Code 35-44.1-1-1 defines official misconduct as an offense where a public servant knowingly or intentionally does one or more of the four following actions: commits an offense in the performance of the public servant's official duties.
Access to personnel files is limited to: 1. An employee or a designated legal representative to view the employee's personnel file; 2. The Superintendent or a designated representative to view all personnel files; and 3.
