Top Employment Lawyers in Anderson | 1 available

1 Employment lawyers are available in Anderson, Indiana, including Beeman Heifner Benge P.A.. These lawyers are rated between 4.0/5 to 5.0/5 and 53% provide free consultation.

Beeman Heifner

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Beeman Heifner Benge P.A.

Firm: Beeman Heifner Benge P.A.

3737 S Scatterfield Rd , Anderson , Indiana 46013

Practice Areas: Personal Injury, Employment, Criminal Defense

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“NEVER under no circumstance work with Spenser G. Benge! This useless attorney is incredibly incompetent and unprofessional. He will never submit any...”

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Recent Q&As in Indiana (Employment)

Can my past employer inform my current employer of my termination cause unprompted? | Aug 14, 2026 | Sourced from Reddit
The title sums it up well but i live in Indiana where workers aren't always protected by law so I'd like some input if possible before I hear back from local labor attorneys. I had two jobs simultaneously, job1 i started in late april and only served there, a privately owned business and job 2 i started in june only bartending, it is owned by a corporation group. My last shift at job 2 i had a very difficult table towards the end of the night and one of the guests there had stiffed me. I didn't really care but when cleaning the table, i noticed a grocery store bag tucked between the booth containing one of those cheap facemasks and a receipt. I checked the receipt to make sure nothing fell out of the bag and when i confirmed that, I threw out the bag and kept the facemask for myself. Later that night, past close, the guest comes in asking for her bag and we all started looking for a purse, when i recognized the guest, I asked her to describe the bag and when she said it was a grocery bag, my manager said that it hasnt been seen and the woman left. I then threw out the facemask at this point. I then told my manager that i threw it out because she stiffed me and my manager said "f*ck her," so i didnt think much else of it. It was extremely petty and wrong of…
I think my employer is trying to manipulate me.. | Aug 2, 2026 | Sourced from Reddit
Location: Indiana Contract reads: "If Employee’s employment with Employer is terminated for any reason before the completion of the respective anniversary year listed above, repayment will occur as follows: I. If Employee works less than six months of the respective anniversary year, Employee shall repay the full installment of $XXXX; or II. If Employee works more than six months but less than one year of the respective anniversary year, Employee shall repay fifty percent of the installment or $XXXX." I put my notice in for my last day to be exactly 365 days, the day before my "anniversary". If I worked my anniversary date, that starts a new year and is 366 days of employment. They are trying to tell me that if I don't change my last day to my actual anniversary date, I will be liable to payback 50%. Thoughts? Yes, it is only one day. But I get the sense they are just trying to control the situation, are angry I am leaving and are just trying to get me to work more days. ----------------------- Side note (more manipulation)- contract states resigning leaving mid-month, the final month hours required will be prorated. They claim (in 2026 with one of the largest payroll software systems out there) that they cannot pro-rate / manually adjust my final paycheck for only the hours I worked. "If I do not work the normal contracted hours, I will have to pay back the overpayment"- even though they know months in advance that…
My boss tried to blame me for getting sick on the clock. Need advice on how to proceed. | Aug 1, 2026 | Sourced from Reddit
Location: Indiana. I’ve posted this on a few other subs and now I’m getting more information on what’s been going on beyond my area of the department: Quick information about me: I’m 28 (F/NB) my boss is 40+ (M). I already have issues with him because he talks down to women and treats my female coworkers worse than the male coworkers. I have chronic bronchitis and a mild mold allergy. My job sounds a lot cooler than it is: I’m legally a contracted worker for the local hospital in the dietary department. In reality: I wash dishes. Not nearly as exciting but still incredibly important in the hospital ecosystem since ALL dishes pass through me and my team. I’ve also been here for ten years this October (2026) and used to be a cook. I’m usually the one who points safety issues out (my dad is a union worker so I know a LOT about both non-union and union rights) and I’m really the only one who pushes hard to get these issues taken care of. This is most important part of this story: I hate filing for workerman’s/worker’s compensation. I busted my knee open and my manager had to metaphorically twist my arm to get me to fill out the paperwork for the injury. If I didn’t think this was a serious situation (and if I actually insurance that both my workplace and the government fucked me over on), I won’t have brought up compensation at all and my…
Employer never enrolled or offered enrollment in 401k | Jul 30, 2026 | Sourced from Reddit
Location: Indiana - Contracted w2 employee since mid 2023 - contract states 401k with applicable 401k match of 3% dollar for dollar immediate 100% vestment after 1 year of service (would have been eligible July 1, 2024) - employer never made available any option to enroll or elect deferral (and I, stupidly, never asked). Just discovering issue now with new employee starting with same contract. Discovered a 401k has existed this entire time and I have been an eligible employee for 2 years. - I have asked for SPD, but have not received it yet - what elements should I be looking for? - applicable 3% match would have been about 9k/yr so essentially 22.5k of lost match money alone. (This is all I really care to get back, as this is what I feel like I lost) - I made maximum yearly employee contributions for ‘25 and ‘26 (23.5; 24.5) to a separate unrelated Solo 401k from my side job with no employer contributions as I was unaware I had a W2 employer sponsored plan (was never offered). Concern here is even if I was enrolled asap, I now can’t even make any more contributions to get a match for the 2nd half of 2026 as employee contribution is already maxed. - Am I owed compensation? If so, how much, and by when? Or am I just SOL for not asking on my own? How far back can I go for any compensation? -Any links to a process I…
Can my employer force me to use PTO when they can't find other work for me to do? | Jul 27, 2026 | Sourced from Reddit
Location: Indiana Hi y'all, I work in a consulting framework, where all of my worked hours are either billed to a particular project, or are considered company overhead. Additionally, my position is considered "Full-time (40 hours per week)". As such, I am expected to be at my desk and available from 8:00 to 5:00. Some weeks, my bosses can't figure out anything for me to do. I have been billing the remainder of my time, it does not fall under any particular project, as company overhead. Well this makes some of the higher-ups unhappy, I'm not responsible for finding projects for myself. It is becoming standard practice that the lower rungs are expected to use their accrued PTO to fill some of the gaps in there when they have no other directive. This feels wrong to me, can we result in the newest employees who do not as consistently have billable work to use the entirety of their accrued PTO nearly every week. I have not yet gotten this in writing, but expect to sometime this week. As I understand it, a company CAN force me to use accrued PTO. This seems to be in relation to annual rollovers, or at least mandating that I take a particular amount every year. Is this a standard or accepted practice? Can it be applied in this circumstance?

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