Prior to 2019, Hoosiers interested in creating a directed trust had to leave the state to do so. Now they do not, and Indiana banks and trust companies have a new product to offer customers and will be able to attract business from other states that still do not allow for directed trusts.
One alternative dispute resolution option to consider during the pandemic is expedited arbitration. Both the American Arbitration Association (AAA) and the International Institute for Conflict Prevention & Resolution (CPR) offer an “expedited” or “fast track” option for dispute resolution that truly accelerates the proceedings.
On Sept. 21, 2020, a whole new cohort of lawyers took the oath to practice law in Indiana. You have joined our profession in the strangest and least predictable year that any of us has seen. We welcome you into the bar with enthusiasm, high expectations and hope that our profession will soon return to a semblance of normal. This year more than ever you will need our support, guidance and patience as you get started.
The death of Supreme Court Justice Ruth Bader Ginsburg has been devasting to many, including me. She became only the second woman to serve on the court, and her reputation was legendary. In her memory, movie reviewer Bob Hammerle reprises his reviews of “RBG” and “On the Basis of Sex,” both released in 2018 and both of which should be required viewing for all law students.
Despite her personal achievements as a Supreme Court litigator and justice, Ruth Bader Ginsburg was quick to recognize that “the work of perfection is scarcely done. Many stains remain . . . [W]e still struggle to achieve greater understanding and appreciation of each other across racial, religious and socioeconomic lines.” But, again, these impediments were an opportunity for Justice Ginsburg to “strive to realize the ideal — to become a more perfect union.”
Because our parents (who have trouble with remote controls) are now officially on Facebook, we can safely assume that close to all attorneys are using social media. Using social media is simply an inexpensive and convenient way to get the word out about your law firm. However, there is an element of risk that comes along with an attorney’s use of social media. These risks were highlighted in July, when the Indiana Supreme Court Disciplinary Commission listed social media’s many “minefields.”
In the age of COVID-19, having a system that incentivizes employees to work while sick is not tenable. Most of the symptoms of COVID-19 overlap with the symptoms of illnesses such as strep throat, bronchitis, sinus infection and other viruses that are so common when the weather turns cold. As we well know, if an employee’s illness turns out to be COVID-19, working while sick could be a medical calamity or worse for a vulnerable coworker.
Few small cities or towns can claim to be the center or the impetus for a U.S. Supreme Court decision. However, Carter Lake, Iowa, with a population that has never eclipsed 4,000 people, can count no less than three.
Crises present tests of leadership, and Holcomb’s milquetoast excuses for not backing no-excuse mail-in voting during this time will haunt him and define him. This is easily his worst hour in a long political career.
Before the pandemic, large law firms and legal departments in Indiana were among 187 signatories around the country who pledged to encourage attorneys to focus on wellness and wellbeing as part of an American Bar Association initiative. Since March, some of the programs have added or adapted programming to virtual programs, including yoga and meditation.
Although many of us prefer to believe that we are protected and that our IT department, antivirus and malware tools are keeping us safe from all account hacking threats, it is vital that we understand our role in keeping our own accounts safe.
Movie reviewer Bob Hammerle submits his first movie reviews of the pandemic era that might be called the good, the bad and the puzzling.
While once it was almost imperative that lawyers needed to meet in person with clients, that is not necessarily the case anymore. Many law firms have embraced newer platforms to keep in touch, including all forms of social media. That’s a good thing and will be used long after this pandemic is over.
The onset and continuation of COVID-19 distancing precautions has led to fewer criminal prosecutions in general and fewer “white collar” prosecutions in particular. White collar criminal investigations are dependent upon search warrants for business records, witness cooperation and grand jury testimony. It shouldn’t come as a shock to anyone that witnesses are even less welcoming of government agents into their homes and offices (and government agents are certainly less inclined to make such visits) at this time.
The pandemic has become a mother of invention. But when we return, as we are all committed, to whatever “new normal,” let’s pledge as much “in-person” as the ongoing 21st century court system will allow.
I genuinely believe that law firms and organizations are committed to retaining and supporting women. To that end, I offer the following insight to individuals seeking to support the success of their women colleagues.
The United States Environmental Protection Agency (“EPA”) has identified PFAS as an “emerging contaminant.” The agency has released two peer-reviewed documents addressing health impacts posed by the chemicals. EPA also listed PFOA and PFOS on its Contaminant Candidate List (CCL) — which means they are now subject to regulatory decision making and information collection.
I thought I would revisit a few court stories that hopefully you will find a bit amusing. Good grief, maybe we can laugh our way out of this lousy pandemic shutdown.
A collective approach to evaluate, critique, plan and deconstruct inequities within the legal system is the only way we can improve a legal construct created more than 240 years ago. How do we, in the state of Indiana, synthesize our efforts into a coordinated plan of action that addresses statewide and local issues of inequity?
While there is no playbook outlining the exact steps employers should take to address issues related to racial injustice, there are several actions employers can take to promote racial equity both inside and outside of the workplace.