Revamped Indiana HR Resources Web Site Available

Raise your hand if you like saving money and raise your other hand if you like helping your company save money.

(We know you have both your hands in the air right now – go ahead and put them down if you’re getting stares from your co-workers.)

We’ve got great news for those of you who are in the process of putting your hands back down: You can be the star of the company budget by accessing valuable human resources materials at a large discount through the Indiana Chamber’s newly-updated Indiana HR Resources web site.

What are some of those resources? For starters, you can access 15 Indiana HR online guides. That includes the Employment Law Handbook, Model Employee Policies Handbook, Indiana Employment Forms and more, which is a $1,000 value over purchasing the 15 ePublications individually.

In addition, you’ll receive the latest HR news, employment law legislative alerts, the HR Monthly Messenger and have access to employment law/labor attorneys and advisors and HR/employment forms and checklists.

You can also take advantage of a 10% discount on Indiana Chamber publications and regulatory compliance training seminars and conferences throughout the year.

We’ve redesigned the web site and added much more for your money. Those interested in a subscription to the site can access Indiana HR Resources for 12 months for $599. Indiana Chamber member companies can subscribe for $449 for 12 months.

To top it all off, there’s a 10-day free trial to test the waters.

Subscribe online at or call (800) 824-6885 to sign up or for more information.

Empower Your Employees With Compliance Publications, Postings


The Indiana Chamber publishes more than 25 Indiana-specific compliance guides that cover employers’ rights and responsibilities under state and federal laws. These publications will aid your team with compliance issues to avoid costly fines and penalties. Many are also available as ePubs.

One of the most popular is the Employment Law Handbook. The soon-to-be-released 13th edition includes everything employers need to know to stay in compliance with state and federal employment laws.

Among updates:

  • Protections and terms of the new federal Defend Trade Secrets Act of 2016
  • The Seventh Circuit Federal Court of Appeals finding that discrimination based upon sexual orientation violates Title VII of the Civil Rights Act of 1964
  • Updated penalties and fees for immigration violations
  • Changes to the law regarding the employment of foreign nationals and the issuance of visas
  • The National Labor Relations Board’s new decision permitting graduate and undergraduate teaching assistants to unionize

“We want to be the provider for every Indiana business for their employer publications and postings. The Indiana Chamber is the trusted source for that,” remarks Kerri Begley, vice president of business education and events. “We offer a free poster subscription service. Once new postings come out, if you were part of the subscription service, you automatically get that update shipped to you.”

Don’t miss the opportunity to stay informed with mandatory postings on state and federal laws.

Another fall release is the Environmental Compliance Handbook. It contains updated agency contact information, details on the new wastewater management rule, information about biomass and alternative fuels registrations and more.

Sales team veteran Rhea Langdon and new addition Derrence Foster are working hard to connect you with these resources.

To order, access or call Nick at (800) 824-6885.

Chamber Now Offering Publications in PDF Form

Customers spoke — and we listened.

While many devoted purchasers of our human resource and other issue-specific compliance books enjoy the tangible copies, some just wanted searchable information right on their computer. For those folks, we now offer most of our compliance publications in downloadable PDF form.

To purchase, just visit our web site and search through the book categories; you will see a related page offering an "online guide" if we have that book in PDF form. The cost is the same as the hard copy, and they are for credit card purchase only.

Happy reading, and happy compliance…ing!

Small Business Owners Deal with Crisis

How are small business owners dealing with the latest financial crisis? How do they know if their bank is failing? What if they have a loan that is taken over by the FDIC or is acquired by a competitor? How could "Alf" speak English so well? You’re telling me the guy is from Melmac, eats cats and has the face of a bull terrier, yet he can pontificate like Oscar Wilde?

BusinessWeek responded to three of these pressing questions in a recent article focused on the impact the recent financial goings on have had on American small businesses. The article touches on the status and trends of banks, credit unions, loans and other information that could be useful to know:

While the financial crisis doesn’t necessarily affect the small business sector directly, economic pessimism and fears about winter fuel costs are likely to sap consumer confidence for some time. "Entrepreneurs should be mentally and financially prepared to hunker down in this economy for a couple of years," Thacker says. "The downturn that started a year ago could last another two Christmas seasons. I’m hoping its going to be less time than that, but people are worried."

Shameless plug: For those truly interested in helping their small business thrive, the Indiana Chamber offers Building a Business in Indiana. This publication, authored by attorneys at Bose McKinney & Evans LLP, walks new business owners through myriad trials and issues regarding a new business — things like protecting your company, taking advantage of the available tax credits and grants, legal obligations to employees, tax status and much more.

Indiana Employers Should Avoid Top 10 Payroll Mistakes

This is very valuable information from regarding the most common payroll mistakes:

Any business with employees must have a system in place for handling payroll activities, which includes paying employees, filing all necessary government forms, and paying taxes promptly. There are numerous aspects to payroll, particularly in larger companies with full-time and part-time employees plus independent contractors. Here are 10 of the most common payroll mistakes to be aware of:

1. Missing deadlines

2. Misclassifying workers

3. Neglecting to send 1099s

4. Poor record keeping and data entry

5. Not properly handling garnishments, levies, or child support

6. Miscalculating overtime pay

7. Leaving too much responsibility to the software program

8. Not saving payroll records

9. Not maintaining confidentiality

10. Not having adequate backup

Additionally, those looking for a tangible resource regarding wage and hour laws in Indiana can benefit from the Indiana Chamber’s Wage & Hour Guide, and have this important information at your fingertips.

Build a Better Business

Building a Business

In today’s poor economic environment, businesses all across the state (and beyond) are seeking ways to cut costs. One department where your company can control costs is employee benefits.

Turn to the Indiana Chamber’s publication, Building a Business in Indiana (written by a team of attorneys from the Indianapolis law firm Bose McKinney & Evans LLP), for the guidance you’re looking for. Here are just a few ideas, as outlined in Chapter 6: "How Can I Keep My Benefit Costs Under Control?"

Consider implementing a wellness program. When employees are healthier, health care costs are lowered. Wellness programs typically are most successful when coupled with financial incentives.

Reduce annual and lifetime plan limits. Federal law does not prevent a health plan from imposing annual and lifetime benefit maximums. Employers seeking to minimize their financial exposure to unanticipated health care claims should reduce benefit maximums prior to the receipt of significant health claims from a single individual.

Offer different benefits for participants and dependents. Both the ADA and HIPAA explicitly permit health plans to provide different levels of benefits for participants and dependents. For example, it would not violate federal law for a health plan to have a $100,000 benefit cap for employees but only a $50,000 benefit cap for employee dependents.