Amber K. Boyd is a versatile professional with strong experience in managing complex litigation matters. She founded Amber K. Boyd Attorney at Law in 2013, where she is the sole practitioner. Ms. Boyd specializes in employment law with a focus on discrimination cases. She also has deep expertise in estate planning and probate law. Her goal is to deliver effective, efficient, and strategic service to her clients.
Ms. Boyd always keeps her eye on winning at trial. She has established a track record of securing large settlements for her clients that often exceed what the defendant or employer had offered. Ms. Boyd clearly explains complex legal issues to her clients and ensures witnesses are well-prepared to testify. She has years of experience litigating in federal and state court, and she has mediated cases through the Equal Employment Opportunity Commission.
Before founding her law firm, Ms. Boyd served as a compliance officer at a national mortgage company in Indianapolis, where she managed 19 law firms nationwide. She evaluated attorney compliance with policies, procedures, service level agreements, and state and federal requirements. Ms. Boyd also provided litigation support to executive management and internal and external counsel, and she completed a root cause analysis of foreclosure issues to identify process improvements.
Ms. Boyd is a member of the Marion County Bar Association, the Indianapolis Bar Association, and the American Bar Association Labor and Employment Division. She is also a board member of the Mapleton-Fall Creek Neighborhood Development Corporation as well as a member of the Delta Sigma Theta Sorority, Inc.
Recent Blog Posts
The Intersection of Race and Gender Discrimination in the Workplace
Religious Discrimination in the Gig Economy: Challenges and Solutions for Independent Contractors
Intersectionality in the Workplace: Addressing Religious Discrimination Among Multiple Identities
The Legal Implications of Religious Discrimination in the Workplace
Religious Discrimination and Hiring Practices: Addressing Bias in the Hiring Process