Stephanie Jane Hahn, Attorney at Law PCIndiana Employment Law Attorney | Indianapolis Workplace Discrimination2026-07-10T15:15:29Zhttps://www.stephaniehahn.com/feed/atom/WordPress/wp-content/uploads/sites/1300310/2023/04/cropped-favicon-32x32.pngOn Behalf of Stephanie Jane Hahn, Attorney at Law PC<![CDATA[Have you experienced an illegal pay cut?]]>https://www.stephaniehahn.com/?p=493822026-07-10T15:15:29Z2026-07-10T15:15:29ZIn and of itself, a pay cut is not inherently illegal. Workers do sometimes find out that their wages are going to be reduced. Their employers certainly may have the authority to make this reduction.
But there are ways that a pay cut could become illegal. This can often cause wage and hour disputes.For example, if your employer announces that they are cutting your pay retroactively, meaning you will be paid less than you thought for hours you already worked, doing so is illegal. All your employer has the right to do is inform you of a pay change that applies to the future. You are not obligated to continue working at the lower wage, so you have to agree to the pay reduction, and you must be informed of it in advance.
What is the reason for the pay reduction?
You may also find yourself wondering why your pay is being reduced. If the reason for the reduction is itself illegal, that could also be problematic.For instance, perhaps you have been experiencing racial discrimination on the job. You came to your employer with a report of the discrimination or harassment you faced. In response, your employer told you that your pay was going to be cut or your hours were going to be reduced.In a situation like that, you could argue that your pay cut is a form of illegal retaliation for bringing forward a valid claim of discrimination on the job.
Understanding your legal options
Situations like this can become complicated, whether you are dealing with discrimination claims, wage and hour disputes or both simultaneously. Make sure you know exactly what legal options you have.
]]>On Behalf of Stephanie Jane Hahn, Attorney at Law PC<![CDATA[Tip pooling is legal in Indiana]]>https://www.stephaniehahn.com/?p=493812026-06-30T03:00:13Z2026-06-30T03:00:13ZTip pooling is the process of combining tips that were earned and then distributing them among the workers. For instance, a local brewery may have five members of the wait staff at work one evening. Instead of directly keeping the tips that are given to them, they put those tips into a general pool and then split them into even fifths.
This process is legal in Indiana. It can sometimes be controversial. Employees may feel that they are entitled to the tips that they earned directly, and they may be resentful of having to share those tips with other workers, especially if those workers brought in a lower amount of tips themselves. From a legal perspective, though, if an employer wants to use a mandatory tip pool, they can do so.
Who can be included?
One of the most common reasons for conflict over tip pools is that ineligible individuals may be included in the pool. As a general rule, managers, supervisors and employers cannot take money out of the pool.For example, the hypothetical brewery owner noted above cannot include themselves in the tip pool and then split those tips six ways, keeping a portion for themselves. They have not directly earned those tips and are not entitled to them, even though they own the business. Only the actual employees at the business, who earned the tips from customers, should be included.As an employee, you may believe that the tip pool has been set up unfairly or that your tips are being taken by your employer without the legal authority to do so. If you find yourself in this position, it could be a serious violation of wage and hour laws, and you need to know what steps to take.]]>On Behalf of Stephanie Jane Hahn, Attorney at Law PC<![CDATA[Is “culture fit” a euphemism for workplace bias?]]>https://www.stephaniehahn.com/?p=493802026-06-19T13:00:55Z2026-06-19T13:00:55ZWhat does "culture fit" actually mean?
Your employer may use culture fit to describe employees who match the company's values or preferred ways of working. The term may refer to qualities such as:
Collaborating effectively with coworkers
Communicating in ways leadership prefers
Supporting the company's goals
Adapting to established workplace practices
You may hear the term in interviews, performance reviews or discussions about promotions. Because culture fit is not a legal term and has no standard definition, the explanation you receive may depend on who is making the decision.
When culture fit may raise questions about workplace bias
Because culture fit lacks a clear definition, you may find it difficult to separate concerns about performance from personal impressions. In some workplaces, subjective judgments can play a role in decisions about hiring, promotions or continued employment.
For example, your employer may describe a female colleague as too assertive when they seek a leadership role even though it praises a male colleague for displaying similar qualities. You may hear comments about wanting fresh energy or a different perspective as an experienced employee. You may also be seen as less committed because you do not participate in after-work social activities despite meeting expectations in your role.
Signs that may deserve a closer look
Certain circumstances can make a culture fit explanation seem less connected to your job performance:
Receiving positive evaluations but repeatedly losing promotions
Hearing concerns about fit without specific examples of performance problems
Seeing culture fit issues arise after reporting workplace misconduct
Watching leadership positions consistently go to employees with similar backgrounds
Company culture plays an important role in how organizations operate. Employers may seek employees who share workplace values and can work effectively with others.
At the same time, broad statements about culture fit can be frustrating when they do not include specific concerns about your work or performance. If you consistently hear that you are not a good fit despite meeting expectations, it is understandable to question whether personal perceptions played a role in the decisions affecting your career.]]>On Behalf of Stephanie Jane Hahn, Attorney at Law PC<![CDATA[What is an offensive image or material in the workplace?]]>https://www.stephaniehahn.com/?p=493792026-06-17T17:27:49Z2026-06-17T17:27:49ZThe U.S. Equal Employment Opportunity Commission (EEOC) and the Indiana Civil Rights Commission prohibit activities that create a hostile work environment. One such activity is displaying offensive images or materials in the workplace. This is considered workplace harassment in Indiana.But what constitutes an offensive image or material?
Sexual, hateful or prejudiced material
An image or material that creates a hostile or abusive work environmentbecause it’s sexually explicit or racially/ethnically offensive can be classified as offensive. Examples include:
Offensive cartoons, photographs, graffiti, posters, screensavers or objects
Hate symbols
Pornography, sexually suggestive drawings or lewd photos
Displaying or sending these images or materials can be harassment. For instance, when an employee displays an offensive object on their desk/a sexually explicit image as their computer’s screensaver. Or when they share an inappropriate image, email or AI-generated visual to another employee.Surprisingly, it’s not that uncommon for an employee to walk into a colleague or a supervisor watching pornography. Moreover, some employees often share suggestive photos or memes through company email or messaging apps.A few workplaces have been reported to tolerate visual harassment, particularly workplaces in male-dominated fields, those with a boys’ club culture and those without a dedicated Human Resources (HR) department. These workspaces are more likely to have offensive posters in cubicles, sexually suggestive pin-up calendars in shared areas or communication platforms where inappropriate memes are frequently shared.
What can you do if you experience visual harassment?
Document the incident – take screenshots of photos, save emails or write down the details of the harassment. Then, report internally to have the matter investigated. Your employer should address the situation appropriately. It’s also vital to understand your external options to protect your rights. ]]>On Behalf of Stephanie Jane Hahn, Attorney at Law PC<![CDATA[Is wrongful termination still possible with at-will employees?]]>https://www.stephaniehahn.com/?p=493762026-06-04T20:32:22Z2026-06-04T20:32:22Zillegal reason still cannot be used. If it is, then it may be a wrongful termination and a violation of the employee’s rights.
What are illegal reasons for termination?
There are some illegal reasons for termination. The first is discrimination. If an employee is fired because of their race, religion, national origin or other protected characteristics, then that could be an illegal termination. Employers cannot discriminate, even if there are no employment contracts in place.
Another example is retaliation if an employee reports illegal activity in the workplace. Say that an employee reports sexual harassment from a manager, but the CEO just decides to fire the employee who made the report. That too could be a wrongful termination because it is a form of illegal retaliation.
Starting a wrongful termination lawsuit
Even if you are an at-will employee, you may believe that your rights were violated when you lost your job, and you may be correct. If that is the case, you likely can pursue legal action. It is very important for you to understand exactly what legal steps you can take at this time.]]>On Behalf of Stephanie Jane Hahn, Attorney at Law PC<![CDATA[Gaslighting after workplace sexual harassment]]>https://www.stephaniehahn.com/?p=493752026-05-21T09:56:31Z2026-05-21T09:56:31ZIf you experience sexual harassment on the job, your first instinct may simply be to tell the person that you do not appreciate this unwanted conduct and that it needs to stop immediately. You may decide that you are going to have this conversation with them before even making a report to HR.
What sometimes happens, however, is that the person begins engaging in gaslighting. This is a way of trying to make you question your own memories of the event, twisting the truth and trying to manipulate you.
Directly lying
For one thing, they may blatantly lie to you about the situation. Maybe they will tell you that the inappropriate comments they made were just a joke, or they will say it is your fault for not understanding their intent. Victim blaming is very common.
Denying the evidence
If you do move forward with a report, they may even deny things in spite of the evidence against them. Maybe they deny that the sexual harassment ever occurred in the first place, even though you and other witnesses saw it take place firsthand. The perpetrator could say that you are just remembering it incorrectly or that you must be confusing them with someone else.
Projecting behavior
One common type of gaslighting is projecting their own behavior onto others. They may say that you were inviting the sexual harassment, for example, or that you were doing the same thing to them, and they did not complain. They are just projecting their behavior to make it appear as if they have not done anything wrong.When this type of gaslighting occurs, it can be very frustrating because you know that you should not have to experience sexual harassment on the job. At this time, it is very important to focus on your legal rights and all of the options that you have moving forward.
]]>On Behalf of Stephanie Jane Hahn, Attorney at Law PC<![CDATA[3 signs of disability discrimination in the workplace]]>https://www.stephaniehahn.com/?p=493742026-05-10T23:58:27Z2026-05-10T23:58:27ZMany people with disabilities still manage to work and be productive, despite their limitations. Federal law, in an attempt to “level the field” a bit, prohibits disability discrimination in the workplace. However, disability discrimination is not always obvious.In many cases, employees with disabilities are not openly fired or demoted because of their condition. Instead, the discrimination is hidden behind “policy changes,” “layoffs,” “restructuring,” or similar terms. So, how can you spot workplace disability discrimination? Here are three common red flags:
1. Sudden changes after your disability is disclosed
Did your employer’s treatment of you suddenly become negative shortly after you disclosed your condition? Examples of potential discrimination could include:
You’re demoted or reassigned to a less favorable position or shift
Your work hours are suddenly reduced, or your schedule is changed
You find yourself excluded from important meetings or projects
Your work is suddenly being reviewed more heavily and criticised
You get a negative performance review after years of great ones
Timing alone doesn’t necessarily prove discrimination, but changes like these that seem directed at you and you alone, when your work hasn’t changed in quality, rather than at the entire workforce, should raise questions.
2. Refusal to make reasonable accommodations
Under the Americans with Disabilities Act, qualified employees may be entitled to reasonable accommodations in the workplace, such as a modified work schedule, flexible medical leave, changes to work assignments, ergonomic equipment and more. In general, your employer is expected to engage in meaningful negotiations and an interactive process with you if you request accommodations. If your employer has ignored your request to communicate or denied your accommodations without consideration (or explanation), that’s an issue.
3. Harassment and hostility directed at you
Sometimes employers (and other employees) will simply try to make a disabled employee so uncomfortable that they quit. Harassment can include mockery about an employee’s limitations, condition or need for accommodations, offensive comments about their schedule and inappropriate “jokes.” Co-workers and managers, in particular, may openly display resentment at what they consider special treatment.These are just some of the most frequent examples of workplace discrimination. If you suspect that you’ve been targeted, it may be time to seek legal guidance.]]>On Behalf of Stephanie Jane Hahn, Attorney at Law PC<![CDATA[Fighting back against quiet firing in an Indiana workplace]]>https://www.stephaniehahn.com/?p=493722026-05-04T14:21:05Z2026-05-04T14:21:05ZLosing your job is hard. But what if your employer never actually fires you? Instead, they gradually make your work life so difficult that you feel forced to quit.
Employers call this practice quiet firing and it is more common than you might think. If you are an Indiana employee who suspects this is happening to you, understanding your rights is your first line of defense.
What is quiet firing?
Quiet firing happens when an employer deliberately creates a negative work environment to push you out. They may reduce your responsibilities, exclude you from important meetings or stop giving you meaningful feedback. In some cases, they may issue poor performance reviews without any prior warning or coaching. The goal is to make your job so uncomfortable that leaving feels like the only option, even though the decision to end your employment was never truly yours.
Quiet firing as a form of constructive discharge
Quiet firing connects closely to a legal concept called constructive discharge. Under constructive discharge, an employer deliberately pushes working conditions to a point where walking away becomes the only reasonable choice for any person in your position. In Indiana, this situation can give you the same legal protections as a formal termination. This matters because it means your decision to resign does not automatically erase your right to take legal action.
Know your rights as an Indiana employee
Understanding constructive discharge is important, but knowing your specific rights is what empowers you to act. Indiana law provides you with real protections if your employer has quietly fired you. Here are two key rights you should know:
Right to file a wrongful termination suit: If your employer forced you to quit through a hostile work environment, you may have grounds to sue for wrongful termination.
Right to unemployment benefits: Even if you resigned, you may still qualify for Indiana unemployment benefits if you can prove your working conditions were so intolerable that a reasonable person would have had no choice but to leave.
These rights exist to protect you, but exercising them requires you to take action. The sooner you recognize what is happening, the stronger your position will be when standing up for yourself.
Don’t keep silent on your employee rights
Quiet firing thrives when employees feel they have no voice. But you do. Indiana law recognizes that a forced resignation is not always a voluntary one and you have more options than you realize. Whether you are still in the thick of it or have already walked away, understanding your rights is the first step toward protecting your future. Speaking with someone who understands Indiana employment law can help you see your situation more clearly and determine what steps make sense for you.]]>On Behalf of Stephanie Jane Hahn, Attorney at Law PC<![CDATA[Documenting sexual harassment on the job]]>https://www.stephaniehahn.com/?p=493712026-04-21T11:51:08Z2026-04-21T11:51:08ZIf you have experienced sexual harassment on the job, you may want to make a report with human resources or even start a lawsuit. But both can become complex because these are often cases where the victim will claim the harassment took place, and the other person will simply deny any wrongdoing.
When both people give different accounts of events, it can be helpful to have documentation to support your side of the story. Below are three areas to consider.
Keeping a journal of events
First and foremost, it can help to keep a journal where you write down the dates, times, locations and any other pertinent information. Make a note of exactly what type of harassment took place, when it happened, and how the event unfolded. This helps to keep your accounts consistent and ensures you do not forget or overlook important details.
Witness statements
It can also help to get witness statements from people who may have seen the harassment occur. These could be coworkers who were present at the time and can back up your story. This is especially useful if you are alleging that there was a hostile work environment, which others may have experienced along with you.
Digital evidence
Finally, consider any potential types of digital evidence you may have. This could include photos or videos of the incident. It could also include things like text messages, social media messages or email messages. Store them offline, if possible.
Starting your case
As you gather documentation and evidence, be sure you know exactly what legal rights you have and what steps you can take to put an end to this illegal workplace behavior and protect your rights as an employee.
]]>On Behalf of Stephanie Jane Hahn, Attorney at Law PC<![CDATA[What to do when you are treated unfairly at work]]>https://www.stephaniehahn.com/?p=493702026-03-31T14:40:58Z2026-04-01T05:00:43ZSteps that can help you protect your rights and position
Not all unfair conduct breaks the law. Favoritism, harsh supervision or inconsistent decisions can feel unfair, but do not always qualify as illegal conduct. The law focuses on treatment tied to protected traits, such as race, religion, sex, age, disability or national origin, when determining if conduct is unlawful.
With that in mind, you can respond effectively by building a clear record and keeping your options open. Start with these steps:
Document each incident with dates, details and names of witnesses.
Review your company’s policies and complaint procedures.
Raise the issue with your supervisor or HR if it feels safe to do so.
Maintain steady work performance while the issue is ongoing.
Seek support from your trusted coworkers who can corroborate what happened.
As you follow these procedures, it also helps to understand how state law shapes your position. In Indiana, employment generally follows an at-will rule. This means an employer can end employment at any time for almost any reason, as long as the reason is not unlawful. That is why clear documentation matters if you decide to report the issue.
Moving forward with your concerns
As the situation progresses, your employer may review your complaint under its internal policies. Employers can investigate complaints and assess compliance with company policies. This process may clarify facts and create a formal record of your concerns, though it does not always resolve the issue.
If the conduct involves unlawful discrimination based on a protected category, you may consider seeking legal advice before pursuing an employee discrimination claim, which often begins with filing a charge with the Equal Employment Opportunity Commission or the Indiana Civil Rights Commission. These steps depend on the facts, timing and available evidence, so careful documentation plays a key role in your next move.]]>