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Court of Appeals cites snail mail as reason for overturning summary judgment

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While neither snow nor rain nor heat nor gloom of night will keep the U.S. Postal Service from its appointed rounds, the Indiana Court of Appeals reminded a lower court that trial rules allow for three extra days when motions are sent by mail.

The Court of Appeals overturned a Marion Superior Court’s denial of a motion to correct error in Anthony E. Boyd v. WHTIV, Inc. and Walter Tarr, IV, 49A05-1303-PL-107, ruling that Boyd did file in a timely manner his motion for an extension of time to respond to a summary judgment motion.

WHTIV and Tarr argued that Boyd filed his motion 33 days after they filed their motion for summary judgment. This was three days beyond the 30-day limit established in Indiana Trial Rule 56 (F) or Trial Rule 56 (I).

In addition, the pair cited DeLage Landen Financial Services, Inc. v. Community Mental Health Center, 965 N.E.2d 693 (Ind. Ct. App. 2012) in asserting that Trial Rule 6(E) does not apply. Trial Rule 56 exclusively controls the timing of summary judgment proceedings.

The Court of Appeals pointed to State v. Gonzalez-Vazquez, 984 N.E.2d 704, 706 (Ind. Ct. App. 2012) which addressed the scope of the DeLage decision.  

There, the appeals court faulted the post-conviction court for broadly interpreting DeLage to mean that no provision of Trial Rule 6 could be applicable in summary judgment proceedings.

Using Gonzalez-Vazquez as a guide, the Court of Appeals agreed with Boyd that the three-day extension provided in Trial Rule 6(E) applied to his request for an extension of time. Therefore, Boyd’s motion was not untimely and the trial court should not have denied his motion to correct error.

Furthermore, the Court of Appeals, finding the grant of summary judgment was premature, also reversed the grant of summary judgment in favor of WHTIV and Tarr.

 

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  1. Employers should not have racially discriminating mind set. It has huge impact on the society what the big players do or don't do in the industry. Background check is conducted just to verify whether information provided by the prospective employee is correct or not. It doesn't have any direct combination with the rejection of the employees. If there is rejection, there should be something effective and full-proof things on the table that may keep the company or the people associated with it in jeopardy.

  2. Unlike the federal judge who refused to protect me, the Virginia State Bar gave me a hearing. After the hearing, the Virginia State Bar refused to discipline me. VSB said that attacking me with the court ADA coordinator had, " all the grace and charm of a drive-by shooting." One does wonder why the VSB was able to have a hearing and come to that conclusion, but the federal judge in Indiana slammed the door of the courthouse in my face.

  3. I agree. My husband has almost the exact same situation. Age states and all.

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  5. Andrew, if what you report is true, then it certainly is newsworthy. If what you report is false, then it certainly is newsworthy. Any journalists reading along??? And that same Coordinator blew me up real good as well, even destroying evidence to get the ordered wetwork done. There is a story here, if any have the moxie to go for it. Search ADA here for just some of my experiences with the court's junk yard dog. https://www.scribd.com/document/299040062/Brown-ind-Bar-memo-Pet-cert Yep, drive by shootings. The lawyers of the Old Dominion got that right. Career executions lacking any real semblance of due process. It is the ISC way ... under the bad shepard's leadership ... and a compliant, silent, boot-licking fifth estate.

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