The EEOC has recently made two resources available to practitioners and the public.

Since COVID-19 required many employers to put most or all of its employees on remote work, in many cases for several months or more, employees may fair better in their attempts to show that attendance is not an essential function of the job in many instances and that working from home is a reasonable accommodation.

The “new normal” brought on by the COVID-19 pandemic has ushered in the era of virtual meeting technology and other connective platforms as substitutes for in-person communication. Platforms such as Zoom, Microsoft Teams, Skype, Webex, Google Hangouts and GoToMeeting have become mainstays in the business world, to the point where the average professional can hardly spend a workday without using at least one.

While it’s our goal year-round to make you, IndyBar members, more profitable and productive in your practice, we’re taking extra care during the month of September to show you how much we appreciate you!

An IndyBarHQ utilization task force has been organized, featuring a diverse group of members, to direct our new HQ’s evolution with intention and creativity. The ideas already are simmering vigorously, but we need your help to bring them to a full boil.

When the Occupational Safety and Health Administration published its previous guidance to employers to combat COVID-19 in the workplace, it incorporated guidance from the Centers for Disease Control and Prevention.

On May 28, 2021, the Equal Employment Opportunity Commission (EEOC) issued an updated on its guidance regarding COVID-19 vaccinations and incentive programs.

Service on the Indianapolis Bar Association Board of Directors is an invaluable opportunity to play a role in the future of the legal community.

On May 28, 2021, the EEOC updated its COVID-19 guidance related to vaccinations, reasonable accommodations, and other EEO laws. The update clarifies various issues related to vaccinations, including mandatory vaccine policies, reasonable accommodations to mandatory vaccines, vaccine incentives, confidentiality, and more.

As the trend to legalize marijuana continues across various states, employers must stay abreast of rapidly changing developments. In addition to obvious concerns about employees who may report to work under the influence of marijuana, employers face the challenge of staying compliant with state and federal laws.