Are you looking for opportunities to contribute to Indy’s growth? Ready to network with community leaders and your peers? The IndyBar’s Bar Leader Series could be your answer and is now accepting applications for Class XIX.
Small business owners often wear multiple hats for their companies. In many cases, “Mike” the owner is often “Mike” the employee, with little distinction between those two roles. However, when a dispute arises and “Mike” is squeezed out of the company, how do courts distinguish between Mike’s rights as an owner versus Mike’s rights as an employee?
As the dust settles on COVID-19, it seems it is now easier to become isolated from others in the legal community, and even from those in your own firm. With many courts and law offices going hybrid, there are fewer organic opportunities to connect, whether through in-person court conferences or birthday cake in the break room at the office. Some of these new efficiencies are great, but many come with a trade-off.
Previous versions of HEA 1001 provided that any worker could be granted a religious exemption to a vaccine mandate without employers inquiring into the validity of the employees’ claims. Had that version of the bill passed through the General Assembly and been signed by Holcomb, Indiana employers would have clear marching orders when it came to religious exemptions from vaccine mandates. But that provision was hotly contested and, ultimately, removed from the version of the bill that is now law in Indiana. So the question remains: What should Indiana employers do when they receive a request for religious exemption from a COVID-19 vaccine mandate?
On March 3, President Biden signed into law the Ending Forced Arbitration of Sexual Assault and Sexual Harassment Act of 2021, which will nullify forced arbitration clauses in sexual assault and sexual harassment cases. Following the #MeToo movement, many states have enacted legislation to limit the scope of claims covered in employment arbitration agreements, but the act is the first federal limitation.
Since FMLA leave is a legal entitlement for the employee and a corresponding legal obligation for the employer, that abstract concept implicates immediate questions: Who is responsible for telling whom about a need for leave? What do they need to say? When?
See photos from the IndyBar Association and Foundation Leadership Celebration and Installation Breakfast, held March 3.
Indianapolis criminal defense attorney Robert Hammerle gives us his take on “The Eyes of Tammy Faye” and his picks for the 2022 Oscars.
Noncompete agreements generally are treated the same whether analyzed under state law or antitrust principles. However, limited instances exist in which antitrust laws may be more restrictive than state noncompete laws are. Businesses with high market shares in their geographic and product markets should take special caution to ensure their restrictive covenants do not unlawfully restrain competition.
Businesses routinely use noncompete agreements to protect their most valuable assets, including trade secrets. However, noncompete agreements are increasingly under attack at both the state and federal level. This two-part series will first explain recent developments restricting the use of noncompetes, then Part II will focus on how that increased scrutiny on noncompete agreements may impact trade secret protection.
Antisemitism is both the world’s oldest hatred and its most current news.
Being one of the nation’s top public law schools requires staff who work tirelessly behind the scenes, who care deeply about student success and who provide high-quality help. In Bloomington, we’re fortunate that we have the best, with long-serving staff who are truly exceptional.
Two upcoming IndyBar Foundation events are certain to keep you feeling young and socially connected.
Managing partners often think about what the law firm needs. But even in an employer’s market, it pays to consider what your associates (and potential associates) actually do want — especially if you want those associates to stick around for a while along with all the capital you’ve invested in them.
As COVID-19 numbers descend, we are left with a plethora of mixed feelings. Many are overwhelmed with joy and giddiness. Some are still numb and can’t feel anything — yet. And others are trying to make sense of the past two years and the lasting realities that lay ahead. Our courts and judges fit into the latter category.
Research demonstrates that practicing mindful behavior can improve your mental and physical health by reducing chronic pain, lowering blood pressure, and combatting depression and anxiety.
It’s been about 5½ years since I joined the staff of Indiana Lawyer, and my job has changed a lot in that relatively short amount of time. Each of those roles has had a different job description, but one duty has stayed constant: Each year, I read through dozens of nominations, then sit on the selection panel to choose our annual Leadership in Law Awards winners.
The American Bar Association recently awarded the Louis M. Brown Select Award to the Indianapolis Bar Association’s Virtual Ask a Lawyer program last week. Winning the award was quite a feat as the other finalists were programs run by state bar associations. This national recognition reveals the special and unique nature of our legal community, which is so willing to help those in need.
Indiana criminal defense attorney Robert Hammerle gives us his take on “Scream,” “The Velvet Queen” and the 2022 Oscar nominations.
Midwestern farms are sitting on an untapped resource to meet climate change goals, namely, millions of acres of farmland that have always been farmed to maximize production. Soil and climate scientists are finding that with some production changes, such as planting cover crops during fallow periods to ensure soil is always pulling carbon dioxide out of the atmosphere, farmers can increase soil uptake of carbon in farmland.