University Human Resources
Rights and Responsibilities
IU Employees and Applicants
Indiana University employees and applicants of positions have certain protections under Federal and State law as well as University policy. The information on this page is a useful guide for understanding your rights and responsibilities as they relate to employment laws, regulations and requirements.
Summary: In compliance with the Americans with Disabilities Act (ADA) of 1990, an individual can request an accommodation to participate in an employment-related activity.
Summary: This law requires colleges and universities across the United States to disclose information about crime on and around their campuses. Annual reports are available online by campus as listed on the web page below. You may also request a paper copy from a campus IUPD contact.
Summary: It is the policy of Indiana University that conflicts of interest should be avoided where possible, or otherwise disclosed and managed. Employees have a responsibility to immediately disclose any real or potential conflicts of interest.
Summary: It is the policy of Indiana University that employees devote their university work activities to official functions of the university; use university resources only in the interest of the university; and, not allow external activities to impede the fulfillment of university responsibilities.
- Policy: Conflicts of Commitment
Summary: Indiana University's statement prohibiting job discrimination.
- Policy: Equal Opportunity/Affirmative Action
- Web: Affirmative Action
- Contact: Campus Affirmative Action office
- Poster: "Equal Employment Opportunity is the Law" (PDF)
Summary: The Fair Labor Standards Act (FLSA) is an employee protection act that establishes minimum wage, overtime pay, equal pay, and recordkeeping laws.
- Poster: "Minimum Wage"
Summary: The FMLA of 1993 provides an entitlement of up to 12 weeks of job-protected, unpaid leave during a calendar year to eligible, covered employees for (1) birth and care of a child or placement for adoption/foster care of a child; (2) care of an immediate family member; or (3) care of the employee's own health condition.
- Policy: Family and Medical Leave Act (FMLA) Rights
- Poster: "Employee Rights and Responsibilities Under the FMLA"
Summary: The Genetic Information Nondiscrimination Act (GINA) prohibits the use of genetic information in employment decision making; restricts employers from requesting, requiring, or purchasing genetic information; requires that genetic information be maintained as a confidential medical record; and places strict limits on disclosure of genetic information
- Policy: Guidelines for Compliance with the Genetic Information Nondiscrimination Act (GINA) (PDF)
- Poster: "EEO is the Law" Poster (PDF)
Summary: The Uniformed Services Employment and Reemployment Rights Act (USERRA) establishes employee eligibility and job entitlements, employer obligations, benefits and remedies under the Act.
- Policy: Leaves for Military Duty and Leaves for Military Families
- Poster: "Your Rights Under USERRA"
Summary: In compliance with the Drug-Free Workplace Act of 1988 and the federal Drug-Free Schools and Communities Act Amendments of 1989. References the Controlled Substances Act, criminal penalties, and health risks.
- Policy: Substance-free Workplace