June 17, 2021

Volume XI, Number 168

Advertisement

June 16, 2021

Subscribe to Latest Legal News and Analysis

June 15, 2021

Subscribe to Latest Legal News and Analysis

June 14, 2021

Subscribe to Latest Legal News and Analysis

Indianapolis Eases Restrictions; Ends COVID-19 Mask Mandate for Fully Vaccinated Persons

In a move consistent with the updated Center for Disease Control and Prevention COVID-19 mask guidelines, the Indianapolis City-County Council has voted to end its year-old mask mandate for fully vaccinated persons, effective June 8, 2021.

Unvaccinated persons and those who are not yet fully vaccinated (meaning 14 days have passed since the last dose of a one- or two-dose vaccination) are still required to wear a face mask. However, enforcement of the mask mandate will rely on the honor system, trusting individuals to remove their masks only if fully vaccinated.

Masks will still be required for all persons entering hospitals and healthcare facilities, and for those using public transportation. Additionally, businesses may still enforce mask wearing in the workplace.

Private businesses must be mindful of potential legal issues raised when asking employees about their vaccination status. According to the EEOC, during the pandemic, requesting documentation or other confirmation of vaccination is not a disability-related inquiry under the Americans with Disabilities Act (ADA), and the ADA’s rules about such inquiries do not apply. However, documentation or other confirmation of vaccination provided by the employee to the employer is medical information about the employee and must be kept confidential.

In addition to lifting the mask mandate for fully vaccinated persons, the City-County Council relaxed capacity restrictions as follows:

  • Religious services and funerals: 100% capacity

  • Indoor service in bars and restaurants: 75% capacity

  • Personal services, like salons, barbershops, and spas: No appointment required and maintaining six feet between clients

  • Indoor sports or other large events: 50% capacity

  • Entertainment and cultural institutions: 75% capacity

  • Gyms, fitness centers, and dance studios: 50% capacity

  • Community pools: 100% capacity

  • Large gatherings: 500 people

  • Music venues: Dance floors open with six-foot social distancing clearly marked on floor

  • Libraries: 75% capacity

  • Youth and young adult camps: Overnight camping permitted; masks are not required for campers younger than seven years of age

(Law clerk Cheyna Galloway contributed significantly to this article.)

Jackson Lewis P.C. © 2021National Law Review, Volume XI, Number 161
Advertisement
Advertisement
Advertisement

TRENDING LEGAL ANALYSIS

Advertisement
Advertisement
Advertisement

About this Author

Brian McDermott, Jackson Lewis, Employment litigation
Principle

Brian L. McDermott is a Principal in the Indianapolis, Indiana, office of Jackson Lewis P.C. His practice focuses on workplace training and representation of employers in labor and employment litigation.

Mr. McDermott has dedicated his legal career of more than 25 years to representing private and public employers in individual, class, and collective employment actions, including cases involving: the FMLA, the ADA, Title VII, the ADEA, ERISA, the FLSA, the NLRA, covenant not to compete matters, trade secret matters, state wage laws, and wrongful discharge...

317-489-6930
Dorothy McDermott, Employment litigation lawyer, Jackson Lewis
Principle

Dorothy (“Dottie”) D. Parson McDermott is a Principal in the Indianapolis, Indiana, office of Jackson Lewis P.C. She concentrates her practice in the defense of civil rights and employment-related claims, as well as ERISA and non-ERISA employee benefits matters, including bad faith and breach of contract claims.

Ms. McDermott defends employers and management in federal and state courts and before administrative entities (EEOC, Indiana and U.S. Department of Labor, and similar state agencies) in matters ranging from ADA, ADEA, COBRA, FMLA,...

317-489-6940
Robert Frederick Seidler Jackson Lewis Employment attorney
Principal

Robert Frederick Seidler is a Principal in the Indianapolis, Indiana, office of Jackson Lewis P.C. He advises employers on compliance with state and federal labor regulations and represents management in labor and employment litigation.

Mr. Seidler conducts workplace training, seminars, and other engagements to assist employers of all sizes in navigating the labor law regulatory environment. In addition to legal representation in employment litigation, he also advises employers on the development of documents, contracts, and agreements including employee...

317-489-6930
Advertisement
Advertisement