In continuation of our recent commentary on the COVID-19 pandemic, we're examining the latest litigation risks for employers in today's blog post. Because of COVID-19, employers of all sizes have been forced to make difficult decisions regarding employment. These decisions have led to furloughs, increased sick leave, productivity concerns, pay cuts, and termination of employees, all of which ultimately raise litigation concerns.

The boundary between termination and retention is more blurred than ever before. And this lack of distinction naturally leads to contract claims. Additionally, termination can raise non-compete issues if an employee is subject to a non-compete covenant, as well as wrongful termination issues.

Whether your company or organization was deemed essential or not – we all want to be careful around co-workers and colleagues – as well as clients and customers – from now on. A multitude of articles have been published and posts have been posted on all the considerations to account for as businesses and organizations re-open their doors and bring back furloughed or quarantined employees. The list below is a compilation of the resources we believe will provide you with the most helpful information as you navigate returning your office, plant, school, or facility.

We will keep updating this chart with recent changes and additions that may impact your place of work and employees.

On Monday of this week, a divided U.S. Supreme Court decided a landmark employment law case.  In Bostock v. Clayton County, Georgia, the U.S. Supreme Court found that Title VII of the Civil Rights Act of 1964, which prohibits sex discrimination in employment, includes sexual orientation and gender identity.  Title VII applies to employers with 15 or more employees in 20 or more calendar weeks in the current or preceding calendar year.  Title VII prohibits discriminating against an individual with respect to employment decisions, compensation, terms, conditions, or privileges of employment because of an individual’s race, color, religion, sex, or national origin.   

We know there are a lot of you out there with ideas, but you may not know the best place to start, or how to get involved in the startup community. Maybe you’d like to work for a startup, or maybe you’d just like to check out the state of entrepreneurship in Indiana. Luckily, Indianapolis has a thriving startup community, complete with individuals and organizations ready to help you succeed.   

The list below may not be everything that’s going on in Indianapolis, but if you start here, we are confident that you will be able to network your way to the events and associations that are right for you.

Growing startups often reach a point at which fundraising is either necessary to continue the growth of the business, or appealing for other reasons. If you are considering taking on investment funds for your startup, there are several basic considerations you should keep in mind. This post covers two aspects that may often be overlooked by founders, causing potentially significant issues for your business and fundraising in later stages.