Boren named partner effective January 1, 2021

Posted on Jan, 7 2021

Boren named partner effective January 1, 2021

Ziemer Stayman Weitzel & Shoulders, LLP (ZSWS) is pleased to announce the continued growth of our firm with the promotion of our colleague L. Katherine “Katie” Boren.  Katie was named partner effective January 1, 2021.

Katie is a litigator whose practice focuses on appeals in both state and federal courts.  Katie also represents businesses and individuals at the trial court level in a wide range of matters, including commercial and employment disputes, medical malpractice defense, and domestic proceedings.  She also provides legal services and representation to the City of Evansville.

Katie is an Evansville native.  She earned her undergraduate degree in social work, magna cum laude, from the University of Southern Indiana.  Katie went on to earn her law degree, summa cum laude, from the Indiana University Robert H. McKinney School of Law in 2010.  While in law school, she served as an editor for The Indiana Law Review and received numerous honors and awards, including the National Attorneys’ Title Assurance Fund Award and the Faculty Prize.

Prior to joining ZSWS, Katie spent several years working as a judicial clerk to three different judges of the Court of Appeals of Indiana: the Honorable Paul D. Mathias, the Honorable Ezra H. Friedlander, and Honorable Robert R. Altice, Jr.  Katie is a regular presenter on topics relating to appellate practice.

Katie was recently elected to serve as the Eighth District Representative to the Indiana State Bar Association Board of Governors.  Katie also serves on the board of the EVSC Foundation and she is the co-chair of the Evansville Bar Association’s Women in Law section.

ZSWS Attorney L. Katherine Boren Elected to Indiana State Bar Association Board of Governors

Posted on Oct, 16 2020

ZSWS attorney L. Katherine (“Katie”) Boren was elected to the board of governors of the Indiana State Bar Association (ISBA) at its annual meeting on October 9, 2020.  Katie will serve a two-year term, representing Indiana’s Eighth District, comprising Daviess, Dubois, Gibson, Knox, Martin, Perry, Pike, Posey, Spencer, Vanderburgh, and Warrick Counties.

About the Indiana State Bar Association:

Founded in 1896, the Indiana State Bar Association is the single largest legal organization in the state. The ISBA serves and advocates on behalf of its members, their clients and the public interest as the independent voice of the legal profession. The ISBA’s office is located in downtown Indianapolis. For more information about the Indiana State Bar Association, visit

Best Lawyers Names Top Lawyers in America: Five ZSWS Partners Recognized

Posted on Oct, 2 2020

Ziemer Stayman Weitzel & Shoulders, LLP (ZSWS) is pleased to announce that several members of the firm have been selected by their peers for inclusion in The Best Lawyers in America, 2021 edition, in recognition of their work in various areas of the law, including Litigation, Real Estate, Construction, Land Use and Zoning, Bankruptcy and Creditor and Debtor Rights, and Insolvency and Reorganization.  ZSWS lawyers selected for inclusion in the 2020 edition include: Patrick A. Shoulders, Marco DeLucio, Jeffrey W. Henning, Dirck H. Stahl, and Nick Cirignano.

Best Lawyers was founded in 1981 with the purpose of recognizing extraordinary lawyers in private practice through an exhaustive peer-review process.  Selection is based on a peer-review survey and an analysis of votes received by millions of participants.

Governor Holcomb: Indiana Employers Continuing Operations or Allowed to Reopen Must Develop COVID-19 Plans by May 11, 2020

Posted on May, 5 2020

By: Joshua B. Gessling

 On May 1, 2020, Indiana Governor Eric Holcomb issued Executive Order 20-26 (“EO 20-26”).  EO 20-26 requires Indiana businesses that are continuing to operate or reopening to adhere to certain requirements, which include creating a policy related to COVID-19.  Beginning no later than May 11, 2020, all Indiana employers that are operating must develop and publish a policy to implement measures and institute safeguards to ensure a safe work environment for employees and the public.  At a minimum, EO 20-26 requires these policies to address the following:

(1) Instituting an employee health screening process;

(2) Employing enhanced cleaning and disinfecting protocols;

(3) Enhancing the abilities of employees and visitors to wash or sanitize hands; and

(4) Complying with social distancing requirements established by the CDC or other separation measures.

EO 20-26 also requires that Indiana employers comply with applicable safety and health standards established and enforced by IOSHA.

Indiana employers are urged to consult Governor Holcomb’s EO 20-26 immediately, and consider developing a policy and practices that will enable workers to be returned to work safely.  According to EO 20-26, these policies must be developed, provided to each employee, and posted publicly on or before May 11, 2020.  Governor Holcomb’s EO 20-26 may be accessed here

If you have questions about EO 20-26 or how your business may be affected, you may contact the ZSWS lawyer with whom you regularly work.


Posted on Mar, 19 2020

Last night, President Trump signed into law the Families First Coronavirus Response Act (“FFCRA”).  Division C of the FFCRA contains the Emergency Family and Medical Leave Expansion Act (“Emergency FMLA Expansion Act”).  Division E contains the Emergency Paid Sick Leave Act (“Emergency PSL Act”).  These measures require private employers having fewer than 500 employees and public employers to provide certain employees with up to 80 hours of paid sick leave, and up to 12 weeks of job-protected leave (10 of which must be paid) for certain employees who experience “qualifying needs” for leave.

     1. Emergency FMLA Expansion Act

The Emergency FMLA Expansion Act applies to private employers having fewer than 500 employees and public employers.  It requires such employers to provide “eligible employees” up to 12 weeks of job-protected leave for a “qualifying need related to a public health emergency.”  An “eligible employee” is one who has been employed for at least 30 calendar days by the employer with respect to whom leave is requested.  A “qualifying need related to a public health emergency” means the employee is unable to work (or telework) due to a need for leave to care for his or her son or daughter under 18 years of age if the school of place of care has been closed, or the child care provider of such son or daughter is unavailable, due to a public health emergency.

The Emergency FMLA Expansion Act permits employers to require that the first 10 days of leave under the Emergency FMLA Expansion Act be unpaid.  Subject to certain caps, after the first 10 days, an employer must pay the employee at a rate of two-thirds of the employee’s regular rate of pay for the number of hours the employee would have been required to work for the remainder of the employee’s leave entitlement.

Employers must generally restore employees who take emergency FMLA leave to their prior or equivalent positions.  There are limited exceptions for businesses that are required to eliminate positions due to operational changes caused by the public health emergency.

     2. Emergency Paid Sick Leave Act

In addition to extending job-protected leave rights as explained above, the Emergency PSL Act requires employers having fewer than 500 employees and public employers to provide paid sick leave to employees who are unable to work for certain reasons.  A covered employer shall provide to each employee employed by the employer paid sick leave to the extent that the employee is unable to work (or telework) due to the need for leave because of one of the following reasons:

(1) the employee is subject to a local, state, or federal quarantine order related to COVID-19;

(2) a health care provider has advised the employee to self-quarantine due to COVID-19;

(3) the employee is seeking a medical diagnosis and is experiencing COVID-19-related symptoms;

(4) the employee is caring for an individual who is or has been advised to self-quarantine;

(5) the employee is unable to work because he or she needs to care for a child because the child’s school, day care, or child care is closed or unavailable because of COVID-19 concerns; or

(6) the employee is experiencing substantially similar conditions as specified by the Secretary of Health and Human Services in consultation with the Secretary of the Treasury and the Secretary of Labor.

A full-time employee shall be entitled to paid sick leave for 80 hours.  Part-time employees shall be entitled to paid sick leave for a number of hours equal to the number of hours that such employee works, on average, over a 2-week period.  The amount paid as sick leave pay is also subject to certain caps, and employers are prohibited from retaliating against employees who take paid leave.

Certain tax credits are also provided to mitigate the impact on employers.

The FFCRA – including its Emergency FMLA Act and Emergency PSL Act components – is effective not later than 15 days after the date of the enactment.  Therefore, if your business or operation is covered, it is imperative that you take immediate steps to comply.  The FFCRA is set to expire December 31, 2020.

If you have questions about how these issues may affect your business, contact Joshua B. Gessling, or the ZSWS lawyer with whom you regularly work.