Indiana Salaried Employee Appraisal Guidelines - General
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How to fill out Salaried Employee Appraisal Guidelines - General?
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FAQ
The laws governing salaried employees cover various aspects including wage requirements, classification, and rights regarding overtime. According to the Indiana Salaried Employee Appraisal Guidelines - General, employees classified as exempt are not entitled to overtime but must meet specific criteria. Understanding these laws is crucial for both employers and employees to ensure compliance and fair treatment in the workplace.
Currently, there is one state, Oregon, with full state predictive scheduling regulations that apply to every city. Additionally, Vermont and New Hampshire have specific regulations in place around flexible working hours for employees.
The Indiana Overtime law also referred to as the Indiana Minimum Wage Law, echoes the Federal Fair Labor Standards Act (FLSA) in multiple ways. The two require employees to receive 1½ times their regular hourly pay rate as overtime from their employers, for all hours they work above forty hours during a workweek.
The current minimum wage law in Indiana is $7.25, according to Indiana minimum wage laws. The minimum wage for tipped employees is $2.13. Illinois law requires employers to pay non-exempt employees 1.5 times their regular rate of pay for all hours worked over 40 in a workweek.
To be considered "exempt," these employees must generally satisfy three tests: Salary-level test. Effective January 1, 2020, employers must pay employees a salary of at least $684 per week.
Predictive scheduling is when employers provide employees with their work schedules in advance.
Currently, there is one state, Oregon, with full state predictive scheduling regulations that apply to every city. Additionally, Vermont and New Hampshire have specific regulations in place around flexible working hours for employees. Click through the drop-down menu to learn more about each state.
Fair Labor Standards Act (FLSA) laws mandate that salaried employees working in Indiana who are classified as administrative, executive or professional workers receive at least $455 a week in standard wages.
Technically, California doesn't have any predictive scheduling laws. While a number of bills have been introduced to the California legislature (like most recently, SB 850, better known as the Fair Scheduling Act of 2020), to date, none have officially been signed into law.
Indiana is not one of them, however. According to IRS rules, any portion of a mandatory service charge that the employer pays out to employees must be treated as wages, not tips.
