Amber K. Boyd Attorney at Law

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Amber K. Boyd Attorney at Law Amber K. Boyd Attorney at Law provides clients with effective, efficient and strategic legal service Boyd Attorney at Law is here for you.

We provide clients with effective, efficient and strategic legal services. Boyd Attorney at Law focuses on building close relationships with every client in order to foster relationships built on trust and that lead to success. Areas of Practice:

* Small Business
* Estate Planning
* Expungements

Amber K. Call us today at 317-210-3416 or contact us online. The information you obtain at this site is not, nor is it intended to be, legal advice. You should consult an attorney for advice regarding your individual situation. We invite you to contact us and welcome your calls, letters and electronic mail. Contacting us does not create an attorney-client relationship. Please do not send any confidential information to us until such time as an attorney-client relationship has been established.

What an NDA can and can't stop you saying.Generally, an NDA can protect:✅ Trade secrets, client lists, pricing and inter...
10/26/2026

What an NDA can and can't stop you saying.

Generally, an NDA can protect:
✅ Trade secrets, client lists, pricing and internal processes
✅ The terms and the dollar figure of a settlement
✅ Business information that's genuinely confidential

Generally, an NDA can't stop you from:
❌ Filing a charge with the EEOC or talking to them
❌ Reporting illegal conduct to a government agency
❌ Responding truthfully to a subpoena or testifying
❌ Discussing your own pay and working conditions with coworkers
❌ Disclosing s*xual harassment or s*xual assault, under federal law

That last one is newer than most people realise and it matters.

Before you sign anything with a confidentiality clause, have it read by someone who isn't paid by the company offering it.

Accommodations your employer may be legally required to provide.If you have a disability covered by the ADA, your employ...
10/24/2026

Accommodations your employer may be legally required to provide.

If you have a disability covered by the ADA, your employer generally has to provide reasonable accommodations unless doing so would be a genuine hardship for the business.

That can look like:
🔹 A modified or part time schedule
🔹 Time off for treatment or recovery
🔹 Remote or hybrid work where the job allows it
🔹 Changes to equipment, seating, lighting or workspace
🔹 Reassigning non essential tasks
🔹 Moving you to a vacant role you're qualified for
🔹 Leave as an accommodation, even after FMLA runs out

What they can't do is skip the conversation. The law expects a back and forth, not a flat no. And a serious medical condition, including cancer treatment, can qualify.

If you asked and got silence, that silence is part of the record. Free case evaluation, link in bio.

Sexual harassment at work, and what you're actually entitled to.You have the right to:🔹 Report it without being punished...
10/23/2026

Sexual harassment at work, and what you're actually entitled to.

You have the right to:
🔹 Report it without being punished for reporting it. Retaliation is separately illegal, even if the harassment claim goes nowhere.
🔹 An employer who takes it seriously once it's on notice. They have to act, not just listen.
🔹 Report it to someone other than the person harassing you, even if that person is your manager.
🔹 Keep your own records. Nobody can stop you writing down what happened.
🔹 Speak to a lawyer before you report, not only after.

Two things worth knowing. It doesn't have to be physical to count. And it doesn't have to be aimed only at you, because conduct that poisons the whole environment can still be unlawful.

If this is where you are right now, you can call and just ask questions. (317) 960-5070.

Tens of thousands of workplace discrimination charges are filed with the EEOC every year.And that number is the small on...
10/22/2026

Tens of thousands of workplace discrimination charges are filed with the EEOC every year.

And that number is the small one.

It only counts the people who filed. It doesn't count the people who went to HR and stopped there. Or the ones who left quietly. Or the ones who decided a usable reference was worth more than the fight.

We don't say that to be bleak. We say it because a lot of people believe they're the only one this happened to, and that belief is doing a lot of work to keep them quiet.

You're not the only one. And finding out your options isn't the same as filing anything.

What is an EEOC complaint, and when should you actually file one?It's a formal charge of discrimination filed with the f...
10/21/2026

What is an EEOC complaint, and when should you actually file one?

It's a formal charge of discrimination filed with the federal agency that enforces these laws. For most discrimination and harassment claims, you have to file with the EEOC before you can go to court. It isn't optional.

The deadline is the part that catches people. Generally 180 days from the discriminatory act, extended to 300 days in states with their own enforcement agency, and Indiana is one. Don't cut it fine, and don't rely on the longer number without checking your facts.

What happens next: the EEOC notifies your employer, may investigate, may offer mediation, and eventually issues a right to sue letter. That letter starts a separate 90 day clock to file in court.

When should you file? Earlier than feels comfortable. Waiting to be certain is the most common way people lose the option entirely.

Free case evaluation before you file. Link in bio.

Nobody should need a lawyer to be treated fairly at work.But until that's true, knowing the rules is the closest thing t...
10/20/2026

Nobody should need a lawyer to be treated fairly at work.

But until that's true, knowing the rules is the closest thing to leverage most people have.

Your employer already knows them. They have a handbook drafted by someone who thought carefully about which sentence would matter later, and a number they can call when things get complicated.

You're allowed to have that too.

Read the policy. Keep the emails. Ask the question. And if something at work has stopped feeling right, you're not overreacting by finding out where you stand.

Pregnancy discrimination is still happening, and it usually doesn't look like anyone saying the word "pregnant."It looks...
10/19/2026

Pregnancy discrimination is still happening, and it usually doesn't look like anyone saying the word "pregnant."

It looks like this:
🔹 The promotion that was yours until you announced
🔹 Being moved off your accounts "so you can focus"
🔹 A reasonable request for a stool, a water bottle or a bathroom break treated like a favour
🔹 A performance problem that appears for the first time at month five
🔹 The job that's been "restructured" while you're on leave

Under Indiana and federal law, you're entitled to be treated the same as anyone else with a temporary limitation, and to reasonable accommodations for pregnancy, childbirth and related conditions.

If the timeline of your career changed the week you told them, write the dates down.

Free case evaluation. (317) 960-5070.

You went to HR. Nothing happened. Here are three mistakes to avoid next.❌ Mistake one: going quiet. A complaint that sto...
10/18/2026

You went to HR. Nothing happened. Here are three mistakes to avoid next.

❌ Mistake one: going quiet. A complaint that stops is a complaint that looks resolved on paper. Follow up in writing, even a short email that says ""checking in on the report I made on the 3rd.""

❌ Mistake two: only ever speaking in person. Conversations vanish. Send a recap email after every meeting. Three sentences is enough. ""As discussed today, I raised X, you said Y.""

❌ Mistake three: assuming HR works for you. They don't. HR protects the company, and that's their job, not a betrayal. Just know it before you decide how much to share.

One more thing. If HR knew and did nothing, that inaction is often the strongest part of an employee's case.

Free case evaluation. Link in bio.

Can your employer legally cut your pay? Short answer: sometimes. Here's the line.✅ They generally can lower your pay goi...
10/16/2026

Can your employer legally cut your pay? Short answer: sometimes. Here's the line.

✅ They generally can lower your pay going forward, as long as they tell you before you work those hours, you still clear minimum wage, and it doesn't break a contract or union agreement.

❌ They can't cut pay retroactively for work you already did.
❌ They can't drop you below minimum wage.
❌ They can't cut your pay because of your race, s*x, age, religion, disability or pregnancy.
❌ They can't cut it as payback for a complaint you made.
❌ They can't quietly do it and hope you don't check your stub.

And if you're salaried and exempt, docking your pay over hours or workload can break the exemption entirely, which opens up overtime.

Check your stubs. Seriously, check them.

"Hostile work environment" doesn't mean what most people think it means.A bad boss isn't a hostile work environment. Nei...
10/15/2026

"Hostile work environment" doesn't mean what most people think it means.

A bad boss isn't a hostile work environment. Neither is an unfair workload, a rude colleague, or a manager who plays favourites. Those are miserable. They're usually not illegal.

Legally, it means harassment that is:
🔹 Based on a protected characteristic, like race, s*x, religion, age, disability, pregnancy or national origin
🔹 Severe or pervasive, meaning either one serious incident or a pattern that keeps going
🔹 Bad enough that a reasonable person would find the workplace abusive
🔹 Something your employer knew about, or should have known about, and didn't fix

That fourth one is where a lot of cases are decided. If you reported it and nothing happened, that matters.

Not sure where yours falls? That's exactly what a free case evaluation is for.

Address

8510 Evergreen Avenue
Indianapolis, IN
46240

Opening Hours

Monday 8am - 5pm
Tuesday 8am - 5pm
Wednesday 8am - 5pm
Thursday 8am - 5pm
Friday 8am - 5pm

Telephone

+13172103416

Website

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