Indiana Hourly Employee Evaluation
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FAQ
When filling out a self-evaluation form, reflect on your job responsibilities and performance over the evaluation period. For the Indiana Hourly Employee Evaluation, honestly assess your strengths and weaknesses while providing examples of your accomplishments. This insight not only aids in personal growth but also enhances the overall evaluation process.
INDIANAPOLIS, IN- Starting July 1, 2021, a new Indiana labor law will go into effect. All Indiana employers who employ five or more minor employees- under the age of 18 (per location), must begin using the Youth Employment System (YES) to track and report minor-employee information.
An employee whose job function involves access to company wage and payroll information may not disclose employee pay information to other employees unless directed to by the employer or an investigating agency.
Because of this, California has passed laws that provide employees with the right to discuss their wages. Your employer cannot prohibit you from sharing how much you make or asking other employees how much they make. If your employer is telling you to keep your wages secret, they're breaking the law.
No, you cannot be fired for discussing wages at work. The majority of employed and working Americans are protected from discipline exercised simply due to protected classes, such as age, gender, race, and so forth.
An employer cannot usually impose a pay cut unilaterally on employees. However, there are situations where this may be possible for example, the right to reduce their remuneration package may be covered in the employment contract.
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.
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.
An employee whose job function involves access to company wage and payroll information may not disclose employee pay information to other employees unless directed to by the employer or an investigating agency.
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.
