Dale & Eke is taking the COVID-19 outbreak very seriously.  So, for the purpose of maintaining social distancing under CDC guidelines and to promote the health and safety of our clients, visitors and staff and reduce the spread of COVID-19, our physical office will be closed until further notice.

For the time being we are limiting all in-office meetings to those clients and potential clients who are not feeling ill or who have not shown signs of illness.  However, we are recommending that, unless you make other arrangements with your attorney, all client and potential client meetings occur via telephone or video conferencing.  If you have any paperwork for us that you need to drop off, please use the mail slot outside of the front door to our office.

We can still be reached at our office telephone number (317-844-7400). Your call will be answered by our office phone system and you may leave a voicemail in the general mailbox or with a specific attorney. All voicemails left in the general mailbox will be routed to the requested attorney or staff.

You may also email the firm through its website at  www.daleeke.com.

We will continue to monitor this evolving situation and adjust procedures as necessary.  Your health and safety, and the health and safety of our attorneys and staff, is our highest priority.  We thank you for your patience and understanding during these uncertain and unprecedented times.

A Professional Corporation of Attorneys at Law

How can I prevent discrimination in the workplace?

Employers are tasked with many responsibilities, particularly when it comes to staff. Along with protecting employees from physical harm, you must also make sure they’re psychologically well. Ensuring an inclusive, encouraging environment at work benefits your business and employees, but it can also prevent discrimination claims arising from alleged misconduct. 

Laws stipulate that employers must treat all workers equally, no matter their race, gender, country of origin, or religious belief. Employers are also beholden to fostering a healthy work environment, which entails stamping out practices that can lead to discrimination. Here are a few steps you can take to remain compliant and protect your workers from harmful behaviors. 

Look beyond the usual pool of candidates

Diversity in the workplace begins with the hiring process. Even if you are not actively discriminating against potential candidates, your hiring practices may unintentionally exclude certain groups. Review current hiring practices to look for biases and address them appropriately. When promoting workers from within the organization, make sure all are given the opportunity to apply, even entry-level workers when applicable. 

Make sure your staff is properly trained and informed

In order for workers to avoid discriminating against others, they must understand what discrimination is. Provide clear descriptions of prohibited behaviors in employee handbooks, ranging from seemingly harmless jokes to harassing behaviors. Detail the process for making a complaint, and make sure your staff knows they can do so anonymously. Also, list the steps management will take when investigating claims. 

Encourage respect and civility

Treating everyone as an equal does not mean disputes and arguments will never arise. However, when workers treat each other civilly and maintain respect for one another, disputes are less likely to escalate into something harmful. Management can model the behavior they hope to see in their staff by behaving courteously and respectfully to all.