The Indiana Salaried Employee Appraisal Guidelines — General outline the performance evaluation process and key criteria followed by employers in the state of Indiana for salaried employees. These guidelines provide a structured approach to assess employee performance and determine compensation and career progression opportunities. The guidelines are designed to ensure fairness, transparency, and consistency across organizations. Key keywords: Indiana, salaried employee, appraisal guidelines, general, performance evaluation, criteria, employers, compensation, career progression, fairness, transparency, consistency. Types of Indiana Salaried Employee Appraisal Guidelines — General: 1. Performance Evaluation Process: — This type of guideline focuses on the step-by-step process for conducting performance evaluations for salaried employees in Indiana. It outlines how and when evaluations should be conducted, who is involved in the process, and the timeline for completion. 2. Key Performance Criteria: — Under this type of guideline, employers define the specific criteria or performance indicators against which salaried employees' performance will be evaluated. These criteria may include factors such as job knowledge, quality of work, timeliness, productivity, teamwork, and customer satisfaction. 3. Compensation and Rewards Framework: — This guideline details the link between employee performance and compensation. It outlines how the appraisal ratings translate into salary increases, bonuses, and other rewards or benefits for salaried employees in Indiana. It may also discuss the mechanism for identifying high-performing employees who deserve additional incentives. 4. Career Progression Opportunities: — This guideline focuses on the relationship between performance appraisal and career development. It outlines how performance evaluation results influence career advancement, promotions, or training opportunities for salaried employees in Indiana. It may provide information on the skills or competencies required to move up the organizational ladder. 5. Performance Improvement Plans: — This guideline addresses the process and tools available to help to underperform salaried employees improve their performance. It outlines how performance issues are identified, documented, discussed, and corrected through specific action plans. 6. Performance Appraisal Training for Manages: — This type of guideline entails training and guidance for managers or supervisors who conduct performance evaluations. It equips them with the necessary skills and knowledge to provide fair and constructive feedback, set goals, write effective performance reviews, and handle difficult conversations. Overall, the Indiana Salaried Employee Appraisal Guidelines — General serve as a resource for employers, HR personnel, and managers to ensure a consistent and reliable performance evaluation system for salaried employees, promoting employee development, engagement, and organizational success in the state.
Indiana Salaried Employee Appraisal Guidelines - General
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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.
Philadelphia, PAIf you change the schedule after giving the advance notice (less than 14 days before the schedule), you must pay affected employees one hour of predictability pay. You must also give employees a nine-hour rest period in between shifts. View further details of the law.