COVID-19 Updates & Resources

COVID-19 Updates & Resources

The Indianapolis Bar Association, in coordination with the Indiana State Bar Association, is monitoring the novel coronavirus (COVID-19) outbreak, and is curating credible information and resources as they relate to the legal community.


Court & Legal Community Updates

If you have a pertinent update, please send details to Mary Kay Price at

State and Local Government Updates

  • See Governor Holcomb's Executive Orders here.

Statewide Court Updates

  • For a comprehensive listing of state-wide court closures, please click here.

  • Orders on Administrative Rule 17 Petitions: A listing of all orders issued by the Indiana Supreme Court can be found here. These include orders for Marion and all surrounding counties.

  • Low-Risk Non-Violent Inmate Release Assessment: The statewide effort to slow the spread of COVID-19 includes a joint letter released April 3 from all three branches of government to local criminal justice leaders regarding the impact of COVID-19 on detention facilities. See the letter here.
  •  Extension of Emergency Orders for Trial Courts:  As government, businesses, and families further adjust to the pandemic, Indiana courts remain committed to essential operations through proper social distancing. In support of the State of Indiana’s efforts to slow COVID-19, the Indiana Supreme Court is providing further guidance to trial courts. The Supreme Court is extending the effective date of trial court Administrative Rule 17 orders through an order in case 20S-CB-123. See more here.

​Updates from the U.S. District Court for the Southern District of Indiana and U.S. Bankruptcy Court for the Southern District of Indiana

Updates from the Indiana Supreme Court and Indiana Court of Appeals

  • The Indiana Supreme Court and Indiana Court of Appeals have issued an order that extends filing deadlines. See the order here.
  • The Indiana Supreme Court issued several orders on March 31. These orders impact the ability to administer oaths remotely and the ability to sign wills and estate planning documents remotely, provide direction on critical family law matters, relax distance education limitations and extend the application deadline for the July bar exam. See more here.
  • Indiana Supreme Court: Click here for an update from Chief Justice Loretta Rush from March 19. 

Updates from Marion Superior Courts

IndyBar Updates
The IndyBar is constantly reviewing the latest updates and guidance to determine the safest course of action for serving our members at this time. Currently, all CLE programs and meetings are being conducted virtually and IndyBarHQ is closed to members, with the option to reopen if the situation materially changes.

IndyBar COVID-19 Preparedness Plan for a Healthy Workplace: The Indianapolis Bar Association & Foundation is committed to providing a safe and healthy workplace for all our team, members and guests. To help ensure that, we have developed a COVID-19 Preparedness Plan in response to the COVID-19 pandemic. Read the plan here.

If you need assistance from IndyBar, do not hesitate to contact IndyBar President Andy Campbell or IndyBar Executive Director Julie Armstrong.  

IndyBar Resources
The IndyBar is working continuously to gather resources and host programming to be of assistance to the legal community. If you have an idea you would like to share related to this effort, contact IndyBar Executive Director Julie Armstrong.


Recorded programs:

Additional Resources

  • Free Law Practice Management Consulting: IndyBar members have access to free one-on-one consulting with IndyBar Law Practice Management Consultant Jared Correia. Jared is ready to assist practitioners with a variety of issues surrounding the Coronavirus crisis, as well as daily practice management questions. Contact Jared here.
  • Family Law Section Updates: Click here for updates from IndyBar Family Law Section chair Elisabeth Edwards regarding family law matters.

Local Resources & Information
If you have a resource to share, please contact Mary Kay Price, Director of Marketing & Communications.

Additional Resources & Information

Considerations for Employers
Balancing the need to protect your employees and company can be challenging. Toss in the varying employment laws, and things can get even trickier. Here are a few FAQs curated from various resources, which are shared at the end of this article:

Can an employer restrict travel to all locations under a CDC travel advisory?
An employer may restrict business travel. Employers should continue to consult the CDC’s website: “Coronavirus Disease 2019 Information for Travel” for up-to-date travel notices concerning risk. The CDC advises that employers restrict all nonessential travel to areas with a Warning Level 3, and to exercise caution regarding travel to Warning Level 2 areas.

Can I restrict my employees from traveling on Spring Break?
No, employers may not restrict personal travel. But employers can ask where the employee has traveled, and if the employee has traveled to an area designated Level 3 by the CDC, you may ask the employee to self-isolate upon return.

Can I require employees to stay home if they are sick?
Yes. The challenge arises regarding whether the employee will be paid during that time, whether that time off is attributed to vacation or other type of paid time off. Each employer will have to find the right answer for itself. The CDC advises that you can require an employee to be fever-and-symptom-free for 24 hours. Consider a temporary suspension on your illness policy; yes, there may be an employee who will abuse this but a generous policy can potentially stop a serious outbreak within your company.

Can I require employees to wash their hands?
Yes, according to the Americans with Disabilities Act. And, according to the Occupational Safety and Health Administration, employers have the obligation to provide a reasonably safe workplace. So, you should be encouraging employees to take such measures.

Can I ask employees to disclose if they have a compromised immune system or chronic health condition?
No. An inquiry asking an employee to disclose a compromised immune system or a chronic health condition is disability-related because the response is likely to disclose the existence of a disability. The ADA does not permit such an inquiry in the absence of objective evidence that pandemic symptoms will cause a direct threat. Such evidence is completely absent before a pandemic occurs.

What can I do if I suspect an employee has COVID-19?
You may ask if the employee has symptoms such as fever or a dry cough. You can also direct employees who have virus-like symptoms or who are at high risk for infection (they live in a house where someone else has in infection) to go home.


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