Articles About Indiana Labor And Employment Law.

Indiana Governor Eric Holcomb has announced that reopening will remain at Stage 4.5 through September 25, 2020.

Indiana Governor Eric Holcomb has issued a statewide mask order effective July 27, 2020, through August 26, 2020. Under this Order, anyone at least eight years old must wear a face covering in indoor public spaces, commercial entities, or transportation services, and in outdoor public spaces where social distancing of at least six feet is not possible.

In light of increasing COVID-19 case numbers in Indiana, Governor Eric Holcomb has announced that reopening in Indiana will remain in Stage 4.5 until July 31, instead of July 17.

Indiana Governor Eric Holcomb has delayed the fifth and final stage of Indiana’s reopening, which was originally set to begin on July 4, 2020. Instead, he is implementing “Stage 4.5,” which will become effective on July 4 for all counties, with certain exceptions and additional requirements for Marion, Elkhart, St. Joseph, and LaGrange counties.

Significant new requirements for physician noncompete agreements in Indiana took effect on July 1, 2020, including mandatory language allowing a physician to purchase “a complete and final release” from a noncompete agreement “at a reasonable price.” The law also includes several provisions related to notices that employers must provide to

On December 18, 2019, in American Consulting, Inc. d/b/a American Structurepoint, Inc. v. Hannum Wagle & Cline Engineering, Inc., et al., the Indiana Supreme Court provided clarity about when liquidated damages become unenforceable penalties.

Indiana continues to move through its five-stage, “Back on Track” plan to reopen the state. Stage 4 is set to begin on June 12, 2020.

The month of May in Indianapolis is not the same without the Indianapolis 500, which usually runs Memorial Day weekend. Indiana currently plans to hold the race on August 23, 2020. While there will be no cars at the brickyard this May, there is movement toward that goal. According

The month of May in Indianapolis is not the same without the Indianapolis 500, which usually runs Memorial Day weekend. Indiana currently plans to hold the race on August 23, 2020. While there will be no cars at the brickyard this May, there is movement toward that goal. According to Governor Holcomb’s announcement on May 1, 2020, Indiana is officially “Back on Track.” Governor Holcomb’s “Back on Track” plan is a five-stage plan or “measured roadmap” to reopen Indiana by July 4, 2020.

Marking a unique variation from Indiana’s body of common law governing the enforceability of restrictive covenants in the state, a new Indiana statute regulating physician non-compete agreements is set to take effect on July 1, 2020. See Pub. L. No. 93-2020 (to be codified in part as Ind. Code § 25-22.5-5.5) (2020).

In the midst of the COVID-19 pandemic, Indiana has enacted a new law governing non-compete agreements used with physicians.

Our Practice Group members in Indianapolis authored an article detailing the new law’s requirements.  As the article notes, the new law raises multiple unanswered questions.

And, while not as sweeping as

The Indiana General Assembly has enacted changes in how and when minors are allowed to work in the state. The new provisions go into effect April 1, 2020.

In response to the coronavirus (COVID-19) pandemic, Indiana Governor Eric Holcomb has issued Executive Order 20-08, limiting the activities of all Hoosiers. The Order goes into effect at 11:59 p.m. on March 24, 2020, and will remain in effect until 11:59 p.m. on April 6, 2020 (unless terminated sooner or extended).

Under an amendment to the state’s wage deduction statute, employers in Indiana may now deduct from an employee’s paycheck the rental cost of uniform shirts, pants, and other job-related clothing. The amendment, Senate Bill 99, was signed by Governor Eric Holcomb on May 1, 2019, and went into effect immediately. Michael Padgett, a Principal in the Indianapolis office of Jackson Lewis, testified before the Senate on behalf of the Indiana Chamber of Commerce in support of the amendment.

It is well settled that Indiana is an employment-at-will state, meaning an employer or employee may terminate the employment relationship for any lawful reason. The Indiana Supreme Court, however, recognizes a limited number of exceptions to employment-at-will. For example, an employer may not discharge an employee for complying with a subpoena to provide testimony in a judicial or administrative hearing. Indiana courts have held that terminating an employee under these circumstances violates the state’s public policy. But does this exception apply when an employee voluntarily testifies in an administrative proceeding rather than being compelled to do so by subpoena or judicial order?