U.S. Supreme Court Upholds Religious and Moral Exemptions in ACA Birth Control Mandate
On July 8, 2020, the United States Supreme Court issued its ruling in Little Sisters of the Poor Saints Peter and Paul Home v. Pennsylvania, Case No. 19-431, addressing the regulatory exemption to the mandate for health plans to provide birth control. The Affordable Care Act (“ACA”) requires employers with 50 or more employees to provide […]
U.S. Supreme Court Reinforces “Ministerial Exception,” Protecting Religious Employers from Employment Discrimination Claims
On July 8, 2020, the United States Supreme Court issued its opinion in Our Lady of Guadalupe School v. Morrissey-Berru, Case No. 19-267. In this opinion, the Court addressed two consolidated cases involving suits by former teachers at Catholic schools in California whose contracts were not renewed. In one case, the plaintiff sued under the […]
U.S. Supreme Court Rules to Keep the Deferred Action for Childhood Arrivals (DACA) Policy in Place
On Thursday June 18, 2020, the United Supreme Court issued an opinion in Department of Homeland Security v. Regents of University of California, et al., Case No. 18-587. By way of background, in 2012, the Department of Homeland Security created the Deferred Action for Childhood Arrivals (“DACA”) program for persons who had arrived illegally in […]
COVID-19 Policy Update — What the Coronavirus Aid, Relief, and Economic Security (CARES) Act Means for You
On March 27, 2020, the President signed into law the Coronavirus Aid, Relief, and Economic Security Act (“CARES Act” or “Act”) which provides support to both individuals and businesses. Below are some frequently asked questions and answers with links to resources. EMPLOYER BENEFITS Title I of the CARES Act contains a provision that provides assistance […]
Employer FAQ – “Stay-at-Home” Order and Families First Coronavirus Response Act Explained
During this period of uncertainty and rapidly evolving information, it is important for businesses, organizations, and employers to stay up to date. Below are some frequently asked questions and answers with links to resources. On March 23, 2020, the Governor of Indiana issued a statewide “stay-at-home” Executive Order to take effect from 11:59 p.m. on […]
Employer FAQ – Must Read for Indiana Businesses Managing COVID-19 Impact
During this period of uncertainty and rapidly evolving information, it is important for businesses, organizations, and employers to stay up to date. Below are some frequently asked questions and answers with links to resources. Q: Should I close my business? A: It depends. Be sure to check local mandates and guidelines. On March 16, 2020, […]
Not Blowing Smoke: Indiana’s Marijuana Laws Keep Things Simple for Employers, for Now
As most are aware, many states have recently repealed statutes criminalizing the possession or use of marijuana, at a minimum, created an exemption for medical use. Illinois,1 Michigan,2 Colorado,3 California,4 and Massachusetts 5 are among states that have fully decriminalized marijuana for personal use. In addition, many states, such as Ohio, have declined to legalize marijuana for recreational […]
The Black, the White, and the Gray: How Marijuana Use by CMV Drivers is Evaluated in Indiana
The Changing Landscape Laws regarding marijuana have changed significantly in recent years. Many states and the District of Columbia have legalized or decriminalized marijuana. More states could follow suit this year, with several states expected to put recreational marijuana use on the ballot, while other states are preparing legislation that addresses marijuana legalization. Counties are […]
Workplace Violence: What Can an Employer Do to Minimize the Risk?
El Paso, Dayton, San Jose, Virginia Beach. What do these cities have in common? Unfortunately, all of them were the sites of mass shootings in 2019. While each city has unique, positive traits, unfortunately, each also has a negative event attached to their name that no city ever wishes to have. Today, the nightly news […]
Takin’ Care of Business … and Gettin’ Overtime
We all know the general rule about overtime: Employees must be paid at 150% of their standard rate of pay (“time and a half”) for any time worked in excess of 40 hours per week, but certain employees, especially executive or managerial employees, are exempt. In practice, the line between “exempt” and “nonexempt” employees is […]
