About 32% of workers do not report the discrimination they experience because they aren’t sure that it is a big deal. This is unfortunate because no one should experience any level of discrimination. Our team of experienced discrimination lawyers at Goodin Abernathy understand that workplace discrimination comes in many forms. These are some of the things that can happen to you if you’re being discriminated against.
1. Lack of Employee Diversity
One easily recognizable sign that discrimination might be taking place is a noticeable lack of diversity within the company. If everyone on the team is the same race, gender, age range, ethnicity, religion, and socio-economic class, then there is a lack of diversity. This can result in groupthink and a lack of acceptance of anyone who does not fit the mold. However, the discrimination taking place can be subtle. It could be intentional or unintentional.
2. Payscale Inequality
You have probably had an employer prohibit employees from talking about their salaries. However, you have a federally protected right to speak about the details of your salary with your coworkers. One reason employers attempt to prevent this type of discussion is that it can easily reveal discrimination. For example, if employees in the same position with the same experience and work quality have vastly different salaries, this could be a sign of discrimination. Speaking with a knowledgeable discrimination lawyer can help you identify discrimination through pay inequality.
3. Promotions Not Based on Merit
Promotions, pay raises, and layoffs should be done based on merit and work product quality. Employers should consider an employee’s performance in their role, not their gender, age, race, or religion. Look for a pattern in the decision-making of promotions, raises, and layoffs. This could be that only certain gender or race employees get promoted. Or employees of a particular age or religion are the only ones that get laid off. Another more subtle sign of this type of behavior is a manager that doesn’t do performance reviews or ask for input from other employees and managers.
4. Exclusion From Informal Networking
In every industry, a certain amount of socialization and networking takes place. This informal networking helps employees stay informed, progress in their careers, and develop social capital. When people with a specific category are excluded from informal socialization, it could be a sign of discrimination. This type of discrimination can be difficult to prove. Speaking with an experienced employment lawyer can help you determine if discrimination occurred and how to establish evidentiary proof if it did.
5. Personal Criticizing or Micromanagement
Some managers have a critical nature or a micromanagement leadership style. This is not automatically discrimination if they treat everyone this way. However, if they target a single person with overly critical communication or aggressive micromanagement, this could be discrimination. Signs of this could be a refusal to acknowledge a job well done, excessive criticism, or speaking in a derogatory tone.
6. History of Employee Lawsuits
Often, an employee feels alone in their discrimination experience. However, this isn’t always the truth of the situation. Speaking with an experienced workplace discrimination lawyer can give you insight into your company’s history with discrimination. For example, you may find that the company has a history of lawsuits and EEOC complaints. This can be a sign that discrimination is widespread throughout the company and makes it likely that the treatment you are experiencing is discrimination.
7. Unfair Disciplinary Action
Some discrimination provides certain employees more benefits than others. However, discrimination can also mean that some employees experience more negative treatment than others. If there are unfair disciplinary actions, this could be a sign of discrimination. A company should have a manual that outlines expected behavior and the consequences when not adhered to. The company then needs to follow these policies when disciplining employees. Discrimination happens when there is no employee manual, or the manual is ignored. Managers could give unjust criticism, harsher punishments, or more aggressive termination practices. Sometimes managers do these unintentionally. Others use these practices intentionally to build a case for the termination of the discriminated employee.
8. Duty Assignment Based on Gender
A subtle sign of discrimination is workplace roles assigned based on gender. This happens when people allow themselves to fall into the rut of traditionally gendered roles. Discrimination of this type can be more subtle. For example, the company could have a diverse employee profile. However, the women are the ones responsible for the management of the break room and secretarial roles. While the men in the same position are not expected to do these things or are more quickly promoted to a managerial or executive role.
How Your Employer Accountable
No one should have to experience or accept discriminatory treatment while at work. However, if you notice these actions or treatment at your place of employment, then your employer may be discriminating. Whether intentional or not, the experienced lawyers at Goodin Abernathy can help you hold your employer accountable for their actions. Contact our team of caring lawyers to talk about your work experience and possible discrimination lawsuit.
Yes, Indiana is an at-will employment state, which means that employers in the state have the right to terminate an employee’s job for any reason or no reason at all, as long as it is not an illegal reason.
Now, let’s look into it more in-depth.
At-will employment is a concept that affects both employers and employees in the United States. In at-will employment, either the employer or the employee can terminate the employment relationship at any time and for any reason, without legal recourse. However, there are some exceptions to at-will employment that can provide legal protection for employees. In this blog post, we will explore whether Indiana is an at-will state and what implications this has for employees and employers in the state. It is important for both parties to understand Indiana’s employment laws to navigate the employment relationship in a fair and lawful way.
What is At-Will Employment?
At-will employment is a term used to describe a working relationship where the employer or employee can end the employment relationship at any time, with or without cause or notice. In an at-will employment arrangement, employers can terminate an employee’s job for any reason, including poor performance, personality conflicts, or even without giving any reason at all. Similarly, employees can resign from their job at any time without providing a reason.
Exceptions to At-Will Employment in Indiana
While Indiana is an at-will employment state, there are some exceptions to the at-will doctrine that can provide legal protection for employees. These exceptions can limit an employer’s ability to terminate an employee’s job and provide legal recourse for employees who are wrongfully terminated.
One of the most significant exceptions to the at-will employment doctrine is the prohibition against discrimination. Under federal and state laws, employers are prohibited from firing employees based on their race, color, age (over 40), national origin, disability, religion, pregnancy, or genetic information. If an employee can demonstrate that they were fired for one of these reasons, it is considered wrongful termination.
In order to prove wrongful termination based on discrimination, the employee must first show that they were a member of a protected class and that the termination was motivated by their membership in that class. The employer may then argue that the termination was based on legitimate, non-discriminatory reasons, such as poor performance. In this case, the burden shifts back to the employee to prove that the employer’s stated reason is pre-textual (not true), and that the real reason for the termination was discrimination. If the employer cannot provide evidence of a legitimate, non-discriminatory basis for the termination, it may be easier for the employee to prove that discrimination was the true motivation for the firing.
Under both state and federal laws, it is illegal for an employer to discriminate against an employee based on their membership in a protected class. If you believe you have been wrongfully terminated due to discrimination, it is important to consult with an experienced attorney who can help you understand your rights and options under Indiana and federal law.
Another exception to at-will employment in Indiana is the existence of an employment contract between the employer and the employee. If an employee has an employment contract that specifies the conditions under which their employment can be terminated, then the employer is bound by those conditions. This means that an employer cannot terminate the employee’s job outside of the specified conditions without breaching the employment contract.
Collective Bargaining Agreements
Another exception to at-will employment in Indiana is the existence of collective bargaining agreements. These agreements are negotiated between the employer and the employee’s union, and they specify the conditions under which the employee’s job can be terminated. Employers in unionized workplaces must adhere to these agreements and cannot terminate an employee’s job outside of the specified conditions without violating the collective bargaining agreement.
Understanding these exceptions to at-will employment can help employees and employers navigate the employment relationship in a fair and legal manner. Employers should be careful to ensure that they are not violating any laws when terminating an employee’s job, and employees should be aware of their legal rights and seek legal counsel if they believe they have been wrongfully terminated.
Implications of At-Will Employment in Indiana
At-will employment can have significant implications for both employees and employers in Indiana. While at-will employment provides employers with flexibility and reduces the costs associated with terminating employees, it also places employees at risk of being terminated without cause. Employees who are wrongfully terminated may face financial difficulties, loss of benefits, and difficulty finding new employment.
Employers in Indiana should be careful to ensure that they are not violating any laws when terminating an employee’s job. Terminating an employee for discriminatory reasons, for filing a workers’ compensation claim, or for serving on jury duty can result in legal action and financial penalties for the employer. Employers should also be aware that employees may have legal recourse if they are terminated outside of the conditions specified in their employment contract or collective bargaining agreement.
Employees in Indiana should be aware of their legal rights and seek legal counsel if they believe they have been wrongfully terminated. Indiana law provides some protections for employees, such as protection against discriminatory terminations and protection for whistleblowers who report illegal activity in the workplace. Additionally, employees may be able to negotiate an employment contract or collective bargaining agreement that provides additional job security.
Understanding the nuances of at-will employment in Indiana can help both employers and employees navigate the employment relationship in a fair and legal manner. Employers should be aware of their legal obligations when terminating an employee’s job, and employees should be aware of their legal rights and seek legal counsel if they believe they have been wrongfully terminated.
Conclusion
In conclusion, Indiana is an at-will employment state, which means that employers in the state have the right to terminate an employee’s job for any reason or no reason at all, as long as it is not an illegal reason. However, there are some exceptions to at-will employment in Indiana, such as the existence of an employment contract, collective bargaining agreements, and legal protections against discriminatory terminations.
It is important for both parties to communicate openly and honestly to avoid any misunderstandings or legal disputes. Employers should provide clear expectations and performance feedback to employees, while employees should be aware of their job responsibilities and seek clarification when necessary. By working together, employers and employees can create a positive and productive work environment that benefits everyone.
Contact a Goodin Abernathy Employment Lawyer
At Goodin Abernathy, our experienced employment law attorneys can provide guidance and legal support to help you navigate the complex employment laws in Indiana. Whether you are an employer seeking to ensure compliance with legal requirements, or an employee who has been wrongfully terminated, our attorneys can help protect your rights and interests. Contact us today to schedule a consultation and learn more about how we can assist you.
About 40% of Americans have been fired from their job at some point in their life. Getting dismissed from your job is upsetting and something no one wants to face. Indiana is similar to many other states because it recognizes the at-will employment doctrine. A company can fire its employees at any time for almost any reason. However, this does not mean businesses are free to treat their employees however they like. American workers have certain protections and rights afforded them through law and regulation. The team at Goodin Abernathy represents dismissed employees whose former employer violated these protections, resulting in a wrongful termination. If an employee suspects they have been wrongfully terminated, they should look for one of these eight signs.
1. The Reason Is Vague
An employer should be able to provide its employees with a clear explanation as to why they are dismissing an employee. If an employee requests the reason and the employer can’t or refuses to provide one, this could signify wrongful termination. As an employee, you have the right to request the reason in writing from the employer. However, if the employer refuses to provide them with this information in writing, it could be helpful to speak with a lawyer about a potential wrongful termination claim. Because every situation is different, an attorney will work with an employee to determine the viability of their potential claim.
2. Suspected Discrimination
It is illegal for an employer to fire someone solely based on their membership of a protected status. In addition, an employer cannot fire someone based on the perception that they belong to a protected group. The Equal Employment Opportunity Commission (EEOC) enforces anti-discrimination laws in the United States. These laws include the Title VII of the Civil Rights Act of 1964, the Americans with Disabilities Act, the Equal Pay Act of 1963, the Age Discrimination in Employment Act of 1967, the Rehabilitation Act of 1973, and The Civil Rights Act of 1991, and others. Each of these laws protects individuals in the workplace to prevent discrimination based on the protected classes below.
Race
Sex
Gender
Nationality
Disability
Religion
Skin color
Ethnicity
National origin
Pregnancy
Sexual orientation
It is important to understand that an employee can belong to a protected class and still be fired for lack of performance or another reason. Speaking with an experienced employment lawyer can help determine if an employer violated one of these employment protection laws.
3. Fired For Doing a Protected Activity
As a matter of public policy, employers cannot fire someone for performing a protected activity. This would include an incident of harassment or cooperating with an EEOC investigation. This is to protect people, so they don’t have to worry about their employment when tending to personal matters. It is a matter of public interest that people do not lose their jobs when they need them the most simply because they have a family or medical issue to take care of. An example of this would be getting pregnant or caring for a sick family member. These are protected under the Family and Medical Leave Act (FMLA).
4. Experienced Harassment
Unfortunately, harassment still exists in the American workplace. While dealing with harassment at work is upsetting, it is even more so when it leads to termination. There are two ways an employee can be wrongfully terminated after experiencing harassment. In the first instance, an employee could face termination after rebuffing advances. This often occurs when an individual in a managerial role makes sexual advances toward someone in a lower position.
In a second scenario, an employee could be terminated after submitting a report of harassment. The company attempts to minimize the harassment by terminating the employee who is raising the alarm. Employees have a right to work in a harassment-free environment. Should they experience harassment from a fellow employee, they should feel safe in their position to report such treatment.
5. Reported Illegal Activities
There are laws in place to protect employees when they report misconduct or illegal activities. This is to encourage employees to say something when they see wrongdoing. A company cannot legally dismiss an employee because that employee came forward with a report of fraudulent, unethical, or illegal behavior. This would be retaliation through wrongful termination. This protection extends beyond the employee’s reporting. It also protects an employee participating in the investigation, lawsuit, or hearings about the reported inappropriate activity. If they are let go shortly after making a report of this nature, there is a possibility that the two events are related. Speaking with an employment retaliation lawyer can help employees understand their rights and possible wrongful termination case.
6. Performing Military or Civic Duty
As American citizens, we are sometimes called upon to perform obligations for the government. This could be responding to a letter calling them to jury duty or voting as a civilian. It could also be reporting to duty as a military service member. An employer cannot fire them for performing these government-called duties.
7. Asserted Employee Rights
Employees should be able to assert and exercise their rights without fear of termination. For example, an employer can’t fire an employee for enforcing their right to payment of wages earned or workplace safety. Should they get injured while working, their employer can’t fire them for reporting a workers’ compensation claim.
8. Contract Violation
The majority of workers are at-will. This means there is no specific contract outlining the terms of their employment. However, some employees have a contract outlining the specific terms of the working relationship between the employee and employer. If an employee has this type of contract, getting fired before contract completion could violate the agreement. They could be entitled to compensation depending on the terms of their employment contract.
Even if an employee is at-will, the company may have an agreement or policy protecting employees. If the employer fired an employee in direct violation of its own policy, this could signify wrongful termination.
Talk With a Lawyer About Your Dismissal
Getting dismissed from your company is never an enjoyable experience. It can feel stressful as you sort out your current situation and seek gainful employment. However, your firing may not be so straightforward. Wrongful termination can be subtle, requiring more in-depth analysis. Consider speaking with a wrongful termination lawyer if you suspect you are a victim of wrongful termination.
Schedule a consultation with one of our wrongful termination attorneys to discuss the circumstances surrounding your dismissal.
If an employer has discriminated against you because of your special needs, he or she is may be violating federal law as well as state and local laws.
In 1990, Congress passed a piece of civil rights legislation called the Americans With Disabilities Act (ADA). Title 1 of this legislation specifically prohibits workplace discrimination against individuals with disabilities. Such prohibitions apply to any business that has 15 or more employees on its payroll. The ADA also offers protection to individuals such as spouses or parents who may be subject to bias on the basis of a close relationship to a person with a disability.
Four other federal laws also specify protections for psychologically or physically challenged individuals:
The Rehabilitation Act
Section 501 of the Rehabilitation Act prohibits disability-related bias by federal employers and mandates affirmative action programs that will increase the number of employees with disabilities in federal workplaces.
The Workforce Innovation and Opportunity Act (WIOA)
Section 188 of the WIOA prohibits disability-related bias on the part of any employers who receive financial or programmatic assistance under the terms of the WIOA.
The Civil Service Reform Act (CSRA)
The CSRA contains language that stipulates against disability-related bias that targets both Civil Service employees and prospective employees.
Additionally, all 50 states have laws in place that prohibit workplace bias against individuals with disabilities though in some states, these laws only pertain to workplace discrimination on the part of public employers.
What Is a Disability?
The ADA doesn’t contain language that categorizes all the physical and psychological conditions that constitute disabilities. Instead, the ADA imposes a standard: If a condition has a negative effect on an individual’s ability to carry out the routine activities of daily life, then it constitutes a disability.
The ADA’s definition includes people who’ve been impaired in the past even though they may not be impaired when they’re employed or when they apply for employment. The ADA’s definition also includes people who are able to carry out major life activities but who are affected by a condition that is typically classified as a disability. Disabilities also include injuries that may prevent employees from working in their customary capacity for a limited amount of time.
Reasonable Accommodation
The ADA requires employers to make “reasonable accommodations” to either job duties or to the layout of a workplace that will enable an employee with special needs to do his or her job adequately. What might these accommodations reasonably include? Here are a few possibilities:
• Physical modifications such as raising or lowering the height of desks for people in wheelchairs or installing screen magnifiers on computers that are used by individuals with visual impairments.
• Moving a workstation closer to a restroom for a worker whose disability includes bladder or bowel control issues.
• Allowing a more flexible work schedule and use of leave time so that a worker can pursue medical treatments. This accommodation may also require granting additional amounts of unpaid leave time.
Under the ADA, however, employers are not required to make particular accommodations for physically disabled workers if those accommodations would impose “undue hardship.” The burden of proof will be on employers to prove that an accommodation an employee has asked for is too costly or too disruptive to be implemented. Both courts and the U.S. Equal Employment Opportunity Commission (EEOC) , which is the federal agency charged with enforcing ADA compliance, will look at a variety of factors here, including potential tax credits and the disabled employee’s own willingness to supply the accommodation or to pay for its costs.
Harassment is considered to be a type of bias whether or not an individual is affected by a disability. The ADA has language that prohibits harassment as does the Civil Rights Act of 1964 and the Age Discrimination in Employment Act of 1967.
In its broadest sense, harassment is any unwelcome conduct that’s instigated by an individual’s race, color, sex, age, religion, place of national origin or disability. However, not every offensive remark constitutes unlawful harassment. In order to meet that standard, the offensive conduct must be a condition of continuing employment, or it must also create a workplace that a “reasonable person” would consider a hostile or intimidating environment.
The harassing individual can be anyone who is connected with a workplace, including a company’s owner, its managers, its employees, its independent contractors or even individuals who are not employees as might be the case with a vendor who delivers inventory on a regular basis. A harassment victim doesn’t have to be the individual who’s actually subject to unpleasant behavior, either; he or she can be someone who overhears the harassment and is deeply affected by it.
Employers are liable for harassment on the part of employees over whom employers have control. They’re also liable for harassing behaviors on the part of supervisors particularly if that harassment has negative implications for employment unless employers can prove either that they tried to correct the harassing behaviors or that the employee reporting the harassment did not take advantage of corrective opportunities offered by the employer.
Protect Your Rights
If you’re experiencing an unfair workplace situation that’s related to your disability, you have legal rights, and an experienced attorney can help you protect those rights. You are looking at tight statutes of limitations, so it’s important to contact a lawyer as soon as possible. In most instances, you will need to file a charge with the EEOC within 180 calendar days of the time you were refused accommodation or were subjected to harassment. (If you’re a federal employee, that statute of limitation is only 45 days.)
A discrimination attorney can evaluate your situation and help you decide whether or not your case is worth pursuing. These claims can be difficult to prove without concrete evidence of an employer’s bias, so it’s important to work with a legal professional who can help you compile the necessary evidence. An attorney can help you negotiate with your employer to get the accommodations that are your right. In worst-case situations, if your employer isn’t willing to make the accommodations that would help you keep your job, a lawyer may be able to help you receive compensation for your employer’s unlawful actions.
Many clients visit or call asking me to evaluate problematic business contracts or rental agreements. Often my they are surprised about what the contract terms actually mean. Worse, there are times we discover the contract or other party’s promises are fraudulent.
Please learn this lesson from my experience with so many clients: Don’t be cheap at the beginning of a deal – Visit me, Lic. Jim Browne, to review the business contract, home purchase or lease before you sign it.
At Goodin Abernathy / Legalmente Hablendo Indy, many of our Hispanic clients admit they wanted to avoid using an attorney to save money. I understand that idea – it’s reasonable to think that way. But ALL those same clients acknowledge that if they spent a little money for a legal review before entering their agreement, it would have saved them a lot of frustration, time and money.
Rent-to-Own Agreements
Many Latinos enter Rent-to-Own contracts with the idea they are slowly buying their house. The concept, as they understand, uses their rent money to pay off the house. Before signing one of these agreements, make sure the seller also legally owns the house. Do they have the legal authority to sell you the property? Last year I saw an example involving total fraud. The seller did not own the property and collected my client’s $6,000.00 down payment. When they tried to move in, the locks were changed so they contacted the seller. He lived out of state and they did not have his address. He wanted more money for them to move in. Surprisingly, the young couple paid more money. Then, the seller asked for even more money and that is what finally made them think it was a scam. You should meet the seller in person and have their address. If they do not live in the same town or state where you are buying the property, take further steps to verify the ownership. You can check the county government’s records to match the seller’s name with the property’s title. Check if there are other mortgages, liens or taxes owed on the property. If there are, you need to make sure the seller is paying those obligations. If not, the seller will have your money and the lender will keep your house. You can find more information about rent to own fraud here: What you need to know about rent-to-own deals. Then see me for a specific review of your situation.
Business Lease Agreements
Individuals and small companies usually rent office space. One type of rental agreement, or lease, includes the terms for a “Triple Net” obligation. This means the renter makes a monthly payment. Then, at the end of the year, the landlord charges the renter additional money for other costs like property taxes, insurance, mowing, maintenance repairs, snow removal and other costs. This usually amounts to three or four times the cost of the monthly rent. If my clients don’t pay, the landlord changes the locks and denies them access to their equipment or business supplies.
Kitchen Table Contracts
Frequently, individual sellers and buyers sign a short contract over the kitchen table. My buyers think the contract is sufficient to protect their financial investments. Usually the agreement fails to address equipment inventory, describe the payment plan or handle many other practical terms they should have requested for a reliable purchase. Rarely do kitchen table contracts succeed.
Loans to Friends and Family
Monthly we get calls where a client asks if he can legally collect the money he lent a friend or family member. The first question is – Did you put the loan in writing? If not, the borrower may try claiming it was a gift. Besides friends and family, I see this a lot with individuals trying to buy or start restaurants. They will invest money to become owners but not have a written agreement. Usually they lose their money and are left empty handed. Get a written loan agreement signed. It should have terms like the length of the loan, repayment plan, interest, penalties, default provisions and litigation costs.
Subcontractor Agreements
My clients who are subcontractors start jobs expecting to get paid. Sometimes, they do not ask for written terms and hope to get paid. During the job, they pay for materials and equipment, travel and the cost of their own workers. Then when the job is finished, the contractor that hired them claims the property owner or general contractor did not pay – and often that’s a lie. These contractors frequently disrespect my Hispanic clients, threatening litigation or immigration problems. I also see this a lot with apartment complexes. They hire my clients to paint, clean or remodel many, many units. The apartment managers change and the new managers avoid paying the money owed. Or, the apartment managers claim the work was poorly done.
You work hard for your money and envision improving a future for you and your family. Protect yourself against the risk of loss.
Paying for a legal review BEFORE you enter a contract protects you against much larger heartache and financial loss later. Our legal review will be simple and communicated in terms you understand. We will help you think through the contract language that protects your business. Then, if you need me, I’ll help you negotiate the contract for a better result.
Contact Attorney, Jim Browne, by phone at (317) 843-2606 or submit an e-mail inquiry through our website.
Jim Browne: Hey, welcome to Goodin Abernathy. I’m attorney Jim Browne. We have a new member to our group, Garrett Lewis. He is a young attorney, and I thought we would spend a little time with him so you get to know who he is and what he can do for you. Come on in, Garrett.
Garrett Lewis: Alright, glad to be here Jim.
Jim Browne: Where are you from, Garrett?
Garrett Lewis: So, I’m actually from the South Bend area. I practiced there for a couple years before moving down here.
Jim Browne: What time of law did you focus on?
Garrett Lewis: We did Real Estate; we did Torts, which is contracts, defamation, things like that; and intellectual property, which is sort of copyrights, trademarks and patents.
Jim Browne: Do you have a typical client that you helped with the intellectual property?
Garrett Lewis: Yea, we dealt with small businesses. We had a few global businesses that we worked with and a lot of individual clients with patents and trademarks.
Jim Browne: What about people with inventions?
Garrett Lewis: All, all the time.
Jim Browne: Awesome.
Garrett Lewis: Yea, some that we knew weren’t going to anywhere right out of the gate and some that were very successful.
Jim Browne: That’s great. Where you go to school?
Garrett Lewis: So I went to Purdue and I studied business first, “Boiler up!” And then after that, I went straight from Purdue to Valparaiso for law school.
Jim Browne: I’m happy you joined us, remind me when did you start here?
Garrett Lewis: I started in April of this year.
Jim Browne: Right in the middle of the Covid.
Garrett Lewis: Right in the middle of it, right.
Jim Browne: And what areas of law are you focusing on right now?
Jim Browne: Well, what’s that? I mean is that employment law type of work?/employment-lawyer/discrimination-in-the-workplace/
Garrett Lewis: Yea predominantly. Yep.
Jim Browne: And you are helping clients – individuals with their questions about discrimination? Tell us about that for a second.
Garrett Lewis: Yeah, so it sort of depends – when it comes to the ADA – businesses, for example, have legal obligation to provide reasonable accommodations and….
Jim Browne: so, there are seven core areas – age, race, religion, sexual discrimination, physical disabilities – those are things that you’re focusing on?
Garrett Lewis: Correct
Jim Browne: Great. You’ve already had a jury trial in that area… and what court was it in?
Garrett Lewis: So that was actually in the southern district in the…
Jim Browne: A federal court?
Garrett Lewis: A federal court, yea.
Jim Browne: And that trial, what was it about?
Garrett Lewis: So, that case was about a woman who was working at a grocery store for about 12 years and because of her chronic conditions and disabilities, she needed to be able to use a chair, as necessary.
Jim Browne: And the new employer said “No, you can’t use the chair.”
Garrett Lewis: That’s exactly right.
Jim Browne: So, it’s something probably a pretty easy fix.
Garrett Lewis: It was a very easy fix.
Jim Browne: You had a nice result with that jury trial?
Garrett Lewis: We did.
Jim Browne: You were able to learn some things.
Garrett Lewis: Yes.
Jim Browne: Give me one thing that stood out to you about that process.
Garrett Lewis: Well, first thing is you know maybe as a last resort everybody paid attention on the jury, which was nice – and whereas outside of the courtroom, Covid has sort of made remote working a little bit more convenient, inside the courtroom it’s made it much more of a challenge.
Jim Browne: I understand, so you’re preparing and you’re going to teach us old guys what to do about those technological challenges right?
Garrett Lewis: Yep.
Jim Browne: Well, I’m glad you’re on board Garrett. If you have questions about any of those areas of law please call us at Goodin Abernathy. A lot of your questions can be answered by phone, and we really care about the quality and responsiveness of our work, so please call us at 317-843-2606. You’ll get in touch with whichever attorney probably best suits the area of law you’re looking for, and we appreciate you tuning in to Goodin Abernathy.
