The number of disabling conditions, as defined by federal regulations, present among workers in Indiana is largely invisible. A study from the Center for Talent Innovation that surveyed college-educated workers in white collar positions found that roughly 30 percent of them had a disability of some kind, such as migraine headaches, autism or chronic disease. Among those disabled people, 62 percent of them had invisible problems that prevented others from recognizing their disabilities.
Title VII of the Civil Rights Act of 1964 protects men and women from sexual harassment at work. The act enables Indiana workers to challenge unwelcome sexual advances, supervisors asking for sex, sexual touches, verbal harassment or sexually offensive remarks. Although the occasional lewd joke or teasing statement will not meet the definition of sexual harassment, a workplace where the behavior is pervasive or a specific employee endures continual mistreatment could be in violation of the law.
Employers in Indiana that disregard the criminal conduct of an employee outside of work could end up involved in litigation if one or more co-workers experienced discomfort in the alleged criminal's presence. A case involving a female employee of another state's department of corrections has been remanded back to the trial court after an appeals court found validity in her claim of a hostile work environment.
Indiana workers and others in America are entitled to take FMLA leave under certain circumstances. According to a recent ruling by the U.S. District Court for the Eastern District of Pennsylvania, one maintenance employee could pursue FMLA claims despite getting fired. The man was hired to work as director of maintenance at Maplewood Nursing and Rehabilitation Center, and he was given a performance improvement plan in 2012.