Employment Law Office of John H. Haskin & Associates, LLCIndianapolis Employment Law Attorney | Employee Rights2026-07-14T14:57:55Zhttps://www.jhaskinlaw.com/feed/atom/WordPress/wp-content/uploads/sites/1504200/2024/09/cropped-jh-site-icon-32x32.jpgOn Behalf of Employment Law Office of John H. Haskin & Associates, LLC<![CDATA[Did your employer retaliate after you reported discrimination?]]>https://www.jhaskinlaw.com/?p=528832026-07-14T14:57:55Z2026-07-14T14:57:55ZRetaliation is illegal even if your original complaint was not upheld
You do not need to win your discrimination case to have a valid retaliation claim. The law protects you from negative action at work simply for reporting discrimination or taking part in an investigation, no matter how the original complaint turns out. This applies whether your complaint involved race, sex, age or another protected characteristic.
What counts as retaliation
Retaliation does not have to mean termination. The U.S. Supreme Court has defined it broadly as any action that would discourage a reasonable person from making or supporting a complaint. This can include demotion, a pay cut, a sudden change in schedule, exclusion from meetings or a hostile shift in how your supervisor treats you.
What you can do after retaliation occurs
If retaliation happens, consider documenting everything right away by saving relevant emails, noting the dates and details of each retaliatory incident, and writing down who said what and when.
In Indiana, you generally have 300 days from the retaliatory act to file a charge with the Equal Employment Opportunity Commission. However, you must bring a state-level complaint to the Indiana Civil Rights Commission within 180 days. Missing either deadline can bar your claim entirely, so acting quickly matters.
Seeking guidance from an employment legal counsel
Retaliation cases often come down to timing and documentation. If you are unsure whether what happened to you qualifies as retaliation, speaking with an employment attorney in Indiana can help you understand where your situation stands and what options may still be available to you before any deadlines pass.
]]>On Behalf of Employment Law Office of John H. Haskin & Associates, LLC<![CDATA[Pregnancy discrimination when you’re not even pregnant]]>https://www.jhaskinlaw.com/?p=528802026-07-06T13:47:41Z2026-07-06T13:47:41ZAs an employee, if you become pregnant, you may be wary of pregnancy discrimination. Some employees are nervous to tell their boss, for example, because they fear losing their job or having their hours cut. They know that things like maternity leave or taking time off for medical appointments can be seen as a negative by their employer.
For one thing, it is important to know that this type of direct pregnancy discrimination is illegal. But for another, you can actually face discrimination even if you are not pregnant.
Potential pregnancy
The thing to keep in mind is that discrimination based on a potential pregnancy is also prohibited. Just because a person has the capacity to become pregnant at some hypothetical point in the future does not mean that their boss can treat them differently.Women in general may face this type of pregnancy discrimination. If an employer refuses to hire all women simply to avoid any issues with maternity leave, it could be a form of gender discrimination.This can also be an issue for people in an age bracket where pregnancy is more likely. If someone is in their mid-20s and tells their boss that they just got married, their boss may assume that they are going to have children. If that assumption leads to discrimination, it is still pregnancy discrimination, even if that employee never wanted to have children in the first place.If you have faced any of these types of discrimination on the job, be sure you understand all of the legal options at your disposal.
]]>On Behalf of Employment Law Office of John H. Haskin & Associates, LLC<![CDATA[How can retaliation affect an employee?]]>https://www.jhaskinlaw.com/?p=528792026-06-25T17:31:21Z2026-06-25T17:31:21ZOther ways retaliation can affect employees
Retaliation can also affect an employee’s reputation, which can transfer away from their current company in some industries. Unwarranted writeups or critical evaluations can suggest that an employee isn’t a team player, which may appear unfavorable for advancement or alternative employment opportunities.
The personal impact on an employee can be just as serious. Employees who go through retaliation can feel distracted or anxious, which can carry over into their personal lives. They may also begin to feel self-conscious at work.
Addressing retaliation in the workplace
Employees who believe they were retaliated against should collect as much documentation as possible. This could mean keeping copies of favorable job reviews or other accolades that show negative employment actions weren’t warranted. Any ties between the protected activity and the negative employment action should be kept since can help to prove that retaliation occurred.
It may be beneficial for employees in this position to work with a legal team that can assist with working through the legal process, partially because swift action is critical since time is limited for these cases.]]>On Behalf of Employment Law Office of John H. Haskin & Associates, LLC<![CDATA[Age discrimination myths that prevent employees from taking action]]>https://www.jhaskinlaw.com/?p=528782026-06-11T22:59:38Z2026-06-11T22:59:38ZMyth #1: Age discrimination only affects people near retirement age
Many people believe that only people in their 60s or nearing retirement are victims of age discrimination. However, workplace bias can affect workers at different stages in their careers. An employee in their 40s or 50s may be passed over for promotions, excluded from training opportunities or replaced by a younger worker despite strong performance. Under federal law, age discrimination protections generally apply to employees and applicants who are 40 and older.
Myth #2: If you were laid off during a reduction in force, you can’t pursue an age discrimination claim
Employers are typically allowed to conduct layoffs and workforce reductions as needed for business operations. However, a layoff doesn’t automatically eliminate the possibility of age discrimination. There could be substantial evidence of age-related bias when older employees are disproportionately affected, when younger workers are retained despite similar qualifications or when a company uses age-related stereotypes in workforce decisions.
Myth #3: Age-related jokes are harmless
Workplace camaraderie is common among employees, and it can include good-natured joking. Therefore, it’s understandable that comments such as “you’re old school,” or repeated retirement jokes may seem harmless to some people. However, age-based remarks can contribute to a hostile work environment -- especially when they are frequent or tied to workplace decisions.
Not every inappropriate comment violates the law, but recurring age-related jokes can be significant evidence when considered alongside other workplace conduct. Many employees hesitate to take action when faced with age discrimination because they are unsure whether they’re overreacting or what evidence is required. Rather than live with uncertainty, you should contact a legal professional. They can analyze your situation and help you better understand your rights and available options.]]>On Behalf of Employment Law Office of John H. Haskin & Associates, LLC<![CDATA[Signs your employer is shorting your overtime pay]]>https://www.jhaskinlaw.com/?p=528772026-06-09T08:28:51Z2026-06-09T08:28:51ZYou clock more than 40 hours most weeks, yet your paycheck never reflects the extra time. If that sounds familiar, your employer may be cutting corners on the overtime you earned. Many workers never question it because they assume a salary, job title or workplace policy settles the matter. It often does not. Here are signs the math may not be in your favor.
Salaried does not always mean exempt
A salary alone does not make you exempt from overtime. To qualify, you generally must earn above a set salary floor and perform executive, administrative or professional duties. The U.S. Department of Labor currently sets that floor at $684 a week, about $35,568 a year, and Indiana state law aligns with this federal baseline. If your pay falls below that, or your tasks look nothing like management, the federal overtime standard and state wage laws may still entitle you to time-and-a-half.
Your off-the-clock hours never reach the timesheet
Overtime covers all the time you actually work, not just your scheduled shift. Setting up before you clock in, finishing tasks after you clock out or answering messages from home all count. When an employer quietly trims those minutes, the financial loss can become significant over months of repeated underpayment.
Your boss averages two weeks together
Overtime depends on each separate workweek, so a 50-hour week followed by a 30-hour week is not a wash. You generally earned 10 hours of overtime that first week, regardless of how light the next week became. Averaging two weeks to dodge the premium is a common payroll tactic, and recovering unpaid overtime wages often starts with recognizing that calculation problem.
You get comp time instead of overtime pay
Some employers offer time off instead of overtime pay. In most cases, private-sector employers cannot swap comp time for the overtime wages you earned. Public agencies follow different rules, so the exception depends on your employer and the legal structure of your workplace.
Your employer leaves bonuses out of the math
Your overtime rate may include more than your usual hourly wage. Extra pay tied to performance, shift timing or sales can sometimes change the rate used to calculate overtime. When an employer leaves those amounts out, each overtime hour may be worth less than the law requires.
What to do if the numbers do not add up
For families counting on every paycheck, shorted overtime is no small thing and rarely a one-time mistake. If you notice these patterns, coworkers beside you may be losing wages too, and the law often lets affected employees pursue claims together. Deadlines apply, generally two years or three for a willful violation, so the most common approach to protecting hard-earned wages is keeping an independent, detailed log of hours and speaking with an Indiana employment attorney to review available options.]]>On Behalf of Employment Law Office of John H. Haskin & Associates, LLC<![CDATA[The glass ceiling is the result of sex-based discrimination]]>https://www.jhaskinlaw.com/?p=528762026-05-25T19:41:27Z2026-05-25T19:41:27ZPromotion discrimination causes the glass ceiling
For decades, people have used the phrase “glass ceiling” to refer to the inability of certain workers to move into the most coveted and powerful positions within an organization. Specifically, women who have years of experience and adequate credentials may find that their employers promote someone with less experience or fewer successful projects within the company over them.
Especially when businesses repeatedly deny advancement opportunities to qualified female applicants, there may be reason to question if discrimination based on sex contributed to the decision. When an organization’s C-suite is entirely populated by male professionals despite female workers with the experience and capability to fill those roles applying for those positions when vacancies arise, that is a red flag for potential discrimination.
Discriminatory promotion practices are as illegal as discriminatory pay and hiring practices. Professionals facing sex-based discrimination that limits their opportunities can potentially file lawsuits to assert their legal rights. Documenting a company's conduct and discussing a worker’s particular situation with an employment lawyer can help frustrated workers hold their employers accountable for inappropriate and unlawful employment practices.]]>On Behalf of Employment Law Office of John H. Haskin & Associates, LLC<![CDATA[AI and hiring discrimination in Indiana]]>https://www.jhaskinlaw.com/?p=528752026-05-13T15:17:45Z2026-05-13T15:17:45ZArtificial intelligence (AI) has become commonplace in areas of life where it didn’t used to exist. One of these is the hiring process. Employers sometimes use automated systems to screen resumes. The process will sometimes include scoring applicants, ranking candidates and assisting with interview selections. While it may seem like the AI help would eliminate discrimination and speed up the process, that’s not always the case.
In some cases, the data that’s provided to AI can lead to biases that equate to discrimination against protected groups. In Indiana, employees and applicants have protections against specific forms of discrimination, such as race, religion, color, national origin, sex, age and disabilities.
Bias must be eliminated when AI is used
When an AI hiring tool plays a role in rejecting an applicant or preventing those individuals from advancing in the hiring process, the employer is still held liable if discrimination is present. Because AI systems learn from existing data, the model will pick up on common factors that bind other employees, which introduces bias. Some common factors that AI models may pick up on include certain schools, neighborhoods, work history or awards. While some of these may be neutral, others may be connected to a protected status. Even if AI is the reason for employment discrimination, employees and applicants may opt to take legal action on the matter. These cases can be challenging, particularly since AI is such a new area of law. Working with someone who’s familiar with anti-discrimination laws and who can assist with the process might be beneficial for these individuals. ]]>On Behalf of Employment Law Office of John H. Haskin & Associates, LLC<![CDATA[Microaggressions and racial discrimination in the workplace]]>https://www.jhaskinlaw.com/?p=528732026-04-30T23:32:11Z2026-04-30T23:32:11Zreferred to as microaggressions.
Assumptions and stereotypes
Often, microaggressions are the result of assumptions that people make about those with other racial backgrounds, often falling in line with common stereotypes.
For example, an employer may assume that a Caucasian employee has a higher level of education than an employee who is an ethnic minority. They may assume that an employee with certain facial features and characteristics is not going to be able to speak proficient English.
In some cases, microaggressions are actually framed as compliments, even though they are insulting and can create a hostile work environment.
If someone tells you that they are surprised that you speak such good English, based just on your physical characteristics, it demonstrates an underlying level of racial discrimination or prejudice. You may have spoken English all of your life and may have a higher level of education than the other person, but they are just basing their observation on stereotypes that they believe about people with a similar racial background.
Considering your legal options
It is important to look out for microaggressions and other subtle signs of harassment or discrimination. If you believe you are being discriminated against based on a protected class like race, color, national origin and more, be sure you know exactly what legal options you have available to you. Speaking with a skilled legal team can provide valuable clarity.]]>On Behalf of Employment Law Office of John H. Haskin & Associates, LLC<![CDATA[What to do if you believe age affected a promotion decision]]>https://www.jhaskinlaw.com/?p=528722026-04-14T13:10:28Z2026-04-15T05:00:28ZEarning a promotion often involves meeting goals and building experience over the years. When a younger colleague advances instead, this result can prompt questions about what shaped the decision.
If you expected a promotion after years of strong performance but did not receive it, it can raise concerns about fairness and your career trajectory. Knowing what to do next can help you protect your interests and approach the situation with purpose.
Steps that can help you respond effectively
Begin by organizing the details surrounding the promotion decision. Specific details often carry weight when concerns arise about fairness. Take these practical steps:
Write down key events: Record dates, conversations and the individuals present during any discussions about the promotion outcome.
Collect supporting records: Gather your performance reviews, emails and feedback that reflect your qualifications. Compare those records with the reasons your employer gave for the decision.
Review workplace policies: Check your company’s employee handbook for procedures on reporting unfair treatment or discrimination.
Raise the concern internally: Report the issue to human resources so the company can review it. By doing so, you can create a formal record of your complaint.
Once you organize your information, it helps to understand how the law generally addresses these concerns. Federal law, including the Age Discrimination in Employment Act (ADEA), makes it unlawful for employers to treat workers or applicants age 40 and older unfavorably because of age. In addition to federal protections, Indiana offers a state-level process for reviewing these concerns through the Indiana Civil Rights Commission. It can provide a clearer understanding of the situation and inform your next course of action.
Understanding your options and next moves
With that foundation in place, you can begin evaluating your options more carefully. A careful review of your records and your employer’s stated reasons can help you assess if the decision aligns with your performance and experience.If internal efforts do not resolve the concern, seeking legal help can provide guidance tailored to your situation. In matters involving employment discrimination, timely action may strengthen your position and protect your rights.]]>On Behalf of Employment Law Office of John H. Haskin & Associates, LLC<![CDATA[Can men experience sexual discrimination at work?]]>https://www.jhaskinlaw.com/?p=528702026-04-13T12:35:44Z2026-04-13T12:34:47ZWhat does sexual discrimination against men look like?
Sexual discrimination does not always look the same for everyone. For men, it might include unwanted sexual advances from bosses or coworkers, no matter their gender. You might face inappropriate comments about your body, sexual orientation or masculinity.
Gender-based discrimination can also be subtle. Your employer might pass you over for promotions because you are a single father who needs flexible hours. You could be facing mean remarks when you take paternity leave or request time off for family duties. These situations can create a harmful work environment. It could affect your career and mental health.
What can you do about it?
If you are experiencing sexual discrimination, consider documenting everything. You may want to keep records of inappropriate messages, emails and conversations. It might be best to note the dates, times and any witnesses present. This documentation could prove valuable if you decide to take further action.
You might also want to review your company's harassment policy. You could follow the reporting procedures outlined there. Many organizations have HR departments specifically trained to manage these complaints. While it can feel uncomfortable to come forward, reporting the behavior creates an official record.
Consider speaking with a qualified employment attorney who can review your situation and explain your options. They can help you understand whether your experience constitutes illegal discrimination under federal or state law and what steps you might take next.
Remember that Title VII of the Civil Rights Act protects all employees from sex-based discrimination, regardless of gender. You have the right to work in an environment free from harassment and discrimination. Acting is not about being vindictive. It is about understanding and protecting your rights and potentially preventing others from experiencing similar treatment.
Your experiences are valid, and you deserve respect and equality in your workplace.]]>