Hamilton County Business Magazine Dec/Jan 2022 by Mike Corbett

DECEMBER 2021 • JANUARY 2022

www.hamiltoncountybusiness.com

All Bank, No Branches “Tech guy” builds branchless bank in Fishers

PLUS…

• Managing a Remote Workforce • Navigating the Social Media Minefield • Locating HC’s Remaining Train Depots

David Becker, CEO and Founder, First Internet Bank

Letter from the Editor December 2021 • January 2022 They say everything’s moving online these days. Our cover story in this edition is about a bank based in Fishers that does all of its business online. It has no branches, no physical location with tellers, a lobby and drive up windows. It isn’t what I think of when I think of a bank, but its very successful. Of course, banking is just one of so many industries that are finding virtual commerce to be faster, easier and cheaper than traditional commerce. The thing about the internet is that it reduces so many of the costs associated with doing business, what economists call “friction.” And considering that controlling expenses is a vital part of any business model, its easy to see why so many are embracing the new technology.

Mike Corbett Editor and Publisher

The internet has changed so much of what we do daily: work, entertainment, food service, shopping, social interaction, transportation, navigation, and much more. Yes, even media. The internet actually helped us survive the pandemic. When advertising took a dip a year ago, we shifted to digital-only publishing, which saves the cost of printing and mailing, our major expenses. It’s now been one year, six issues, of digital-only delivery. I like some aspects of it. The printing/mailing cycle takes two weeks and digital delivery is immediate, so we can publish much closer to the issue closing date. We don’t have to worry about something happening in the two week window that might date a story. Corrections are easier (not that we have that many). And our magazine can be any size we want it to be…even an odd number of pages if we want. The physical configuration of a printing press dictates that we grow the magazine in increments of 8 pages, or our costs go up considerably. Laying out a magazine to fit the limitations of a press is an art that takes years to master. On the internet it doesn’t matter. Still, I miss the print product. I miss the physicality of it. The permanence. The tactile experience. Somehow a virtual edition just seems like less of a value than a print edition. We’re recognizing that perception and passing the savings on to our advertising customers in the form of advertising discounts when we publish digitally. But, we’re eager to get back on the press and back on the rate card. That will be a win for everyone when that happens. We’ll still be digital, but enhancing the digital edition with a print edition is our goal. As we approach the new year, I encourage you to consider marketing your business in our pages. We circulate to the membership of the four Hamilton County Chambers of Commerce. Our mission statement is: Celebrating and promoting commerce, industry and entrepreneurship in Hamilton County, Indiana. We highlight home grown business success stories on the internet, and (hopefully soon) in print. If your customers are other business people, we reach your target market. If you would like more information on advertising in our magazine, send an email to mcorbett@hamiltoncountybusiness.com and I’ll reply with details. Thanks for reading and I hope you have a great 2022. See you around the county,

Editor and Publisher mcorbett@hamiltoncountybusiness.com 317-774-7747

December 2021 • January 2022 • Hamilton County Business Magazine

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December 2021 / January 2022

www.hamiltoncountybusiness.com New offices for First Internet Bank

Published six times per year by the Hamilton County Media Group PO Box 502, Noblesville, IN 46061 317-774-7747

Features

EDITOR/PUBLISHER

Mike Corbett mcorbett@hamiltoncountybusiness.com CREATIVE DIRECTOR

High Tech Finance

14 Chamber Pages

Note: This is a hyperlinked digital magazine. Please click on bolded names, company names or linked boxes.

Cover photo by Stan Gurka

CORRESPONDENTS Chris Bavender crbavender@gmail.com Ann Craig-Cinnamon jandacinnamon@aol.com

Columns 2

Editors Letter

Management Judith Wright

Ethics Cari Sheehan

Bridget Gurtowsky bridget@gurtowskygraphics.com

History David Heighway

John Cinnamon jlcinnamon@aol.com Samantha Hyde samantharhyde@gmail.com Patricia Pickett pickettwrites@gmail.com CONTRIBUTORS

David Heighway heighwayd@earthlink.net Cari Sheehan cari.sheehan@btlaw.com Judith Wright jw3@iupui.edu Please send news items and photos to news@hamiltoncountybusiness.com Submission does not guarantee publication

Subscription $20/year To subscribe or advertise, contact Mike Corbett at

mcorbett@hamiltoncountybusiness.com

December 2021 • January 2022 • Hamilton County Business Magazine

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December 2021 • January 2022 • Hamilton County Business Magazine

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Management

Judith Wright

Managing a Remote Workforce Employee monitoring in the new hybrid workspace Employers have long used electronic means to monitor employees while on the job. Computer programs help measure productivity, track project completion and monitor workflow. Digital tools help employers ensure security and protect proprietary information. While workers generally understand such tools are in use, many are not really aware of the extent of their own employer’s practices.

As employees settle into a more permanent pattern of working from home, employers are starting to adopt new methods for supervising workers and monitoring their activity. Thankfully, the threat of COVID-19 appears to be waning, children are back in school and new safety precautions have allowed workers to return to the workplace. But in the face of a shortage in manpower, some employees have demanded more flexibility to trade in the pre-pandemic, five-day commute in exchange for the ability to login from home. A recent survey found that 80% of fulltime workers expect to work from home three days or more per week. The 2020 State of Remote Work by Owl Labs also found that half of surveyed workers said they would not stay in a job that didn’t allow some flexibility to work from home. Those worker attitudes have put pressure on employers to allow some latitude in work arrangements. Employers have discovered cost savings from having fewer employees in the office full time, including lower utility bills and cleaning expenses, reduced square footage space, rent, maintenance and property taxes.

URL History

Monitoring the URLs workers visit has been a common employer practice for decades. Managers have long been interested in seeing where employees

Email, Keylogging and GPS Some employers have also developed a greater interest in monitoring social media activity. If an employee is accessing Instagram, Twitter or Pinterest on a company device, the employer can see how often and for how long.

While companies can certainly benefit from monitoring employee activities, these practices call into question management’s trust of its workers. The challenge for the

For some time, many employers have taken steps to integrate software to block undesirable URLs or to filter website access. In the past, such software was viewed as a security measure to protect sensitive data, but some employers now use it to deter employees from idle surfing altogether.

In recent months, providers have seen an increase in the number of employers using software to monitor the actual work activity of remote employees. Managers have accepted they can’t always interface directly with team members, so use of work flow software helps track employee activity, progress and output. This also helps the manager identity any employee who is getting off-track or pursuing the wrong priorities.

employer is to find the right

balance between information

gathering and needless spying.

To manage in the new age of hybrid work arrangements, many companies are reevaluating how to assess performance, including adopting revised methods for employee monitoring. While not a new practice, the way employees are monitored is being looked at through a new lens. How much monitoring is needed to effectively run the business and how much is an invasion of employee privacy?

diversion, but it’s not uncommon to find that a less productive worker has been spending a disproportionate amount of time in unproductive internet activity. The URL history provides good evidence to the manager to take disciplinary action against the employee.

spend their time during work hours. It’s estimated the average U.S. worker spends 10% of their workday surfing the internet, shopping online or monitoring email and social media. According to a study done at the University of Nevada, such ‘cyberloafing’ results in lost productivity at an estimated impact of $85 billion a year. Modest interruption from the work schedule is probably a healthy periodic

Even before the remote-work trend, surveys showed more than half of employers regularly check employee

December 2021 • January 2022 • Hamilton County Business Magazine

email in company accounts. Monitoring email helps employers keep track of the types of information coming in and out of the company.

management’s trust of its workers. The challenge for the employer is to find the right balance between information gathering and needless spying. There’s also the important question of whether employees are fully aware of the extent to which they are being monitored.

Judith Wright is a clinical assistant professor of business law at Indiana University Kelley School of Business at IUPUI

Keylogging software allows an employer to track every keystroke made by workers. Managers can review a readable file to monitor individuals’ activity, often The simple way to address this question is for the employer to be upfront with without their knowledge. employees about the company’s moniSome employers have resorted to tracktoring practices. The employer’s policy ing employee location through use of should explain: simple GPS functions on company-issued • Why monitoring is used. devices. Managers can view workers’ exact locations throughout the workday. • The types of information the comCustomer service workers are often subject to having their phone conversations recorded so management can provide feedback. But a new trend has emerged in monitoring company-paid phone use of WhatsApp and similar communication functions to keep tabs on the types of information being shared during work hours. Some companies have extended monitoring into use of screen capture technology, allowing managers to view

pany accesses in its monitoring. •

Methods of monitoring, along with information about when monitoring will occur.

•

Clear lines to assure workers that their personal data will not be improperly accessed or disclosed.

It is equally important to consistently stick to the practices as described. As with many aspects of business, state and local laws can vary. The new remote style of working means employees could be located in any number of states or even countries. To ensure compliance, a company should consult legal counsel as part of developing or expanding an employee monitoring policy.

For most employers, monitoring is primarily focused on managing the business and tracking work flows against screen shots of an employee’s device to established metrics to achieve its goals. ensure work is getting done correctly. And for that reason, the predominance This practice allows for quick feedback of information gained through monito an employee to affirm they’re doing toring is positive and helpful. To that well, or to reset priorities or provide cor- end, effective monitoring can be used rective guidance, if needed. to regularly acknowledge workers who achieve established productivity goals Some monitoring programs also take and milestones. periodic photos of workers through the webcam, a management practice that For most employees, the monitoring can be unsettling to workers. Perhaps will likely just become an accepted the most potentially invasive practice is part of the job. It’s one of the tradevideo monitoring to provide live feeds to offs that come with the new hybrid managers, who can track entire teams style of working. HCBM of workers in real time.

Positive and Helpful While companies can certainly benefit from monitoring employee activities, these practices call into question

Judith Wright is an assistant clinical professor-business law and Mosaic Faculty Fellow at the Indiana University Kelley School of Business at IUPUI.

December 2021 • January 2022 • Hamilton County Business Magazine

Ethics

Point . . . Click . . . Post . . . FIRED?

Cari Sheehan

Social media is minefield for companies and their workers A social media culture has swept the nation, constantly feeding people’s egotistical desires while falsely offering privacy, along with no repercussions. The majority of people on social media believe that what they post is private, particularly if they utilize privacy settings and limit the people who can see the initial post. However, nothing is “private” on social media. A person can use all the privacy settings available, but there is always a chance that the post will be circulated and/ or recirculated, thereby going viral. Deleting social media content does not make it disappear either. Once something is posted on the internet it can always be recovered.

Posts by employees can also breach a company’s duties and fiscal responsibilities. For instance, companies must maintain certain levels of confidentiality, avoid disclosure of trade secrets, avoid conflicts of interest, and minimize the misuse of company resources, to name a few. Employees need to understand these duties and remember social media posts are never private and can harm their employer, and potentially their own career. How should employers walk the tightrope between protecting a company’s brand and image and an employee’s personal, non-company use of social

In addition, people wrongly think that if they just “like,” “endorse,” “repost,” or “retweet” something, it cannot be held against them because they are not the original poster of the content. This does not matter. There is no distinction between an original poster and someone that just endorses or likes someone else’s social media content. This also applies to joining “groups” or being a member of certain group pages. Anything that is on a person’s social media accounts, or linked thereto, is attributed media—and when can it lead to termito that person and can be used against nation for breach of company policy or just in general? that person in certain circumstances. Many companies grapple with how far Tightrope they can go in instituting social media policies that protect the company’s duA person’s false sense of privacy on social media raises numerous risks for ties to clients and its own reputation without placing too many restrictions that person’s employer, particularly if on an employee’s personal and/or prothe person is posting about the comfessional social media posts. How does pany. This is true even if the person is solely posting on their personal social a company institute a social media policy balancing employee interests media. Society villainizes companies with the company’s interests? The regarding their employees’ social media missteps. Society favors attributing answer to this question is not simple, because issues involving social media an employee’s social media posts as cross over many ethical and complia reflection on the company’s reputation, even if the employee’s social me- ance considerations.

dia posts? Can a company terminate an employee for social media posts? Does it matter that the post was made in a personal vs. professional context?

The First Amendment The First Amendment to the U.S. Constitution protects a citizen against government interference with speech. This means the government cannot interfere with your freedom of speech, and cannot arrest you for your thoughts and beliefs no matter how offensive. However, the First Amendment does not grant a person a free license to say whatever they want, whenever they want, or however they want to say it on social media or otherwise. There are limitations on time and place, such as peaceful demonstrations on public property held at certain times (scheduled with the town, city, police, etc.) In addition, the First Amendment only protects against government interference, not private company interference. Most employers are private companies and are not bound by the constraints of the First Amendment in operating their business. As such, the First Amendment will not provide a shield to employees regarding social media posts.

An employee always has to

remember that nothing is ever

private online, so there is always

a chance that an employer will see the post and/or the post will go viral to the public.

dia post was purely made in a private, personal context. 8

Social Media Policies

Companies and their employees have similar objectives and interests in social media. Employees look to social media—whether for business or personal use—to stay in touch with family and friends, for amusement during the Is an employee protected under the day, to build and maintain a profesFirst Amendment regarding social me- sional network, and for professional December 2021 • January 2022 • Hamilton County Business Magazine

education. Companies want to learn about the marketplace and needs and desires of potential customers, stay in front of current and potential customers, find and establish a positive face for potential employees, and reinforce the company’s value to current employees. Social media policies can help harmoniously balance both the company and employee’s objectives. Social media policies do not have to be onerous or intrusive, but they should be proportionate with a company’s risk, exposure, and business impact. However, since social media is constantly changing, the risk assessment analysis is constantly changing. Companies cannot create a social media policy and expect it to be relevant five years later, or potentially even just a year later. The main factors to consider when creating a policy include, but are not limited to: (1) the company’s brand and social media image it wants to put out to the public; (2) employees’ use of social media for their personal, non-company use; (3) employees’ use of social media for the company’s business objectives; (4) employees’ use of the company’s brand, image, or likeness on their personal social media accounts; (5) rights and responsibilities for the non-employees it invites to engage in its social media activities (e.g. customers providing responses and content online).

Employees should protect themselves on social media and use “good digital hygiene.” Good digital hygiene is simple: If you would not say it or do it face-to-face, do not do it online. An employee should always ask themselves: “Am I okay with my employer (and the public) seeing my post?” If the answer is yes, then great! If the answer is no, then it is probably not the best decision to post the content. An employee always has to remember that nothing is ever private online, so there is always a chance that an employer will see the post and/or the post will go viral to the public.

Job Offers Companies may also use a prospective employee’s social media posts as a reason to deny employment, or terminate immediately after being hired. Candidates seeking employment should be vigilant about their social media accounts and “clean them up” when seeking employment opportunities. Candidates should also be aware that during the candidacy period,

employers are most likely monitoring social medial accounts, and one illadvised post can affect a job offer.

Conclusion Everyone should be cognizant of their social media posts and use good digital hygiene. The company’s reputation and your job could depend on it. This helps companies and employees work together to have a united social media presence. HCBM

Cari Sheehan is of counsel with Barnes & Thornburg, where she sits on the firms Professional Responsibility Committee. She focuses on legal ethics, professional accountability and loss prevention. This article should not be construed as legal advice or legal opinion on any specific facts or circumstances. The contents are intended for general informational purposes only, and you are urged to consult your own lawyer on any specific legal questions you may have concerning your situation.

STRAIGHT NO CHASER

Company Right to Terminate It is important to recognize that a company can discipline, and even fire, an employee for any lawful reason (or potentially without a reason under employment “at will”), including for what the employee posts on social media. Employers cannot fire an employee for social media posts that are protected under the National Labor Relations Act (NLRA). Please consider consulting a labor and employment attorney to learn more about the NLRA and if certain activities or posts are protected. This is true even if the employee posts on a personal social media account, or intended that the post was to be private. This is a frightful thought for an employer if an employee is an avid poster on social media.

DEC 18 & 19 • 2021 M U R AT T H E AT R E • I N D I A N A P O L I S , I N d o o r s at 2 : 3 0 p m & 7 p m • s h o w s at 3 : 3 0 p m & 8 p m

December 2021 • January 2022 • Hamilton County Business Magazine

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Cover Story

High-Tech Finance First Internet Bank Builds a New Home in Fishers

By Ann Craig-Cinnamon Photos by Stan Gurka 10

December 2021 • January 2022 • Hamilton County Business Magazine

very groundbreaking idea has to start somewhere. In the case of Indiana’s first statechartered, FDIC-insured online branchless bank, it started at David Becker’s kitchen table. Becker, the CEO and Founder of First Internet Bank, which is headquartered in Fishers, is not a banker; he’s a tech guy who has owned software service companies that served the financial service industry. He says he was always thinking about the process of banking and how to make it simpler. “In the late 1990s, I saw how captivated my teenage son was with the Internet, and I thought it could be powerful for my clients. I tried unsuccessfully to convince traditional bankers that digital banking would allow them to expand their customer base nationwide without building branches,” he says, adding that after one pitch, he was told it would never work. “Those words are fuel for an entrepreneur’s fire! I decided on the spot that I would start a bank and prove that it could be done.” Which he did. Within 90 days of opening First Internet Bank’s virtual doors to the public in 1999, they had customers in all 50 states. After a year of operating, they had $150 million in assets, which Becker says surpassed his wildest expectations. Today First Internet Bank has $4.3 billion in assets.

gages, home equity loans. However, Becker says they have an advantage over traditional banks because they do not have the overhead expense of bank branches and can offer more favorable rates. Also, he says it’s just easier than a traditional bank. “Banking shouldn’t be an errand or a chore. We made banking something you can control anytime, anywhere, and we do it with transparency so

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December 2021 • January 2022 • Hamilton County Business Magazine

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flexible online financial model to meet the needs of a changing customer base. My experiences as a small business owner led me to believe there needed to be an easier way to bank. I built and developed the platform I thought was best for the consumer, and the continuous improvement of that basic idea has always been our driving force.” Becker says First Internet Bank is different because they believe personal connections are as powerful as digital connections. “You can bank with us and still get the level of service most banks reserve for their private banking clients. You will not get a scripted response when you call, email or chat with us online. Instead, you will be talking with a friendly expert who will take the time to listen and help you reach your financial goals.” 12

He points out that their average account holder has been with them for over nine years. “So in my eyes we must be doing something right,” says Becker.

Services and COVID From inception to today First Internet Bank has grown in every way including capabilities. “In 2019, we launched our Small Business Administration (SBA) lending platform. We didn’t know at the time what 2020 would have in store for us—but it turned out to be the perfect time to step in and help small business owners. In this short amount of time, we’ve become a leading national lender—in fact, a preferred SBA lender—and are constantly expanding our team to better serve this segment,” he says. Becker says First Internet Bank also made a $300 million commitment to small business owners in 2021 with a

third of that in the form of franchise loans. “Earlier this year, we originated $30 million in a second round of Paycheck Protection Program (PPP), and we have secured an additional $172 million in SBA 7(a) approvals. It has been gratifying to help small business owners survive the uncertainty of COVID-related shutdowns,” he says adding that next year the bank will expand their small business pledge by 20%.

Fishers is Home Becker says he has been asked why his bank is in Indiana as opposed to either the East Coast banking or West Coast tech centers. “The answer is quite simple: Indiana has always been my home” he says adding “The City of Fishers is known for being smart, vibrant and entrepreneurial. I can’t think of a better fit for First Internet Bank.”

December 2021 • January 2022 • Hamilton County Business Magazine

His bank is now moving into its newest home at 8701 E. 116th St. in the Nickel Plate District in downtown Fishers, which is its 6th headquarters in 23 years. This is where 200 of the banks’ 280 employees work, with smaller offices in Chicago and Phoenix and employees in about a dozen other states. Becker says he has promised his team this is the last move and he says the building was designed with employees in mind. “We created spaces to let them work quietly, collaborate, learn and grow—and even have a little fun. We will occupy four and a half of the six stories. Our employees are looking forward to a spacious fitness center, covered parking and an incredible outdoor open air deck. For our social gatherings, we have four beer kegs, two wine taps, and two Coke Freestyle machines.

to capital needed to grow or working with first time homebuyers, we help our customers imagine more for their financial futures,” he says adding that their entrepreneurial culture lets them stay nimble, which is important because change is happening at a faster pace. “Banks that do not keep up will not compete,” says Becker.

It Takes a Team Becker is proud of his bank’s success but says it would not have happened

without a team environment. “I’m proud of what we have accomplished and the team we have built at First Internet Bank. We have assembled impressive talent and have nurtured a unique workplace culture. Our employees have consistently voted us a best place to work,” he says adding “The idea of creating an online bank was rooted in technology, but succeeded because of our people. But, we’re not done. We will to continue grow and innovate because it is in our DNA.” HCBM

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I can tell you, it’s not like anything you have seen from other traditional banks.”

The Future Becker says that First Internet Bank will continue to evolve because experience shows that customers’ needs will evolve as well. “Whether it’s helping a small business owner gain access

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December 2021 • January 2022 • Hamilton County Business Magazine

Reminder to SHOP

LOCAL

this

HOLIDAY SEASON Here’s How: 2 3

Spend time learning about local businesses.

4 Make holiday meals from local ingredients.

Use a local print shop for holiday cards.

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Buy gifts and gift cards from local boutiques.

5 Buy from vendors at holiday festivals.

NoblesvilleChamber.com | @noblesvillecoc | (317) 773-0086 | info@noblesvillechamber.com | REGISTER ONLINE TODAY!

December 2021 • January 2022 • Hamilton County Business Magazine

Upcoming Events DECEMBER

JANUARY, 2022

OneZone & YP Meet Up Toy Drive Industrious at Carmel City Center December 8, 2021 4:30pm – 6:30pm Legislative Breakfast Series The Bridgewater Club December 10, 2021 7:30am – 9:00am

FEBRUARY, 2022

Legislative Breakfast Series The Bridgewater Club January 14, 2022 7:30am - 9:00am

Legislative Breakfast Series The Bridgewater Club February 11, 2022 7:30am - 9:00am

OneZone Luncheon Series Awards Luncheon 502 East Event Centre January 26, 2022 11:00am – 1:00pm

Taste of the Chamber The Ritz Charles February 17, 2022 4:30pm - 7:30pm

As we head into the new year, we want to say thank you to all our members for being a part of our organization. We look forward to the year ahead and to another great year serving our business community.

Welcome All of Our New Members! Click on the New Member Company Names Below and Visit their OneZone Member Directory Contact Information. Andromeda Galactic Solutions Bosma Visionary Opportunities Foundation Bowman Construction Clean Eatz Coverdale Consulting Culture of Good Doma Dream Center Indianapolis Elite Remediation and Services Fishers Fit Body Boot Camp “Opening Soon” Flint Analytics Gotcha Covered North Indianapolis Green Bottom Line, Inc. Harmony Poke-Bubble Tea

Hocker Law Hocker Title - Carmel “Opening Soon” Homemade Ice Cream & Bakery Café ICC Business Products, Inc. Integrity Benefit Partners - Mark Weimer Josh Lane State Farm KLaunch Kung Fu Tea KWS-Kangen Water Snob Mary’s Mountain Cookies Morse Moving & Storage Nick Weybright Agency - Nationwide Insurance OnlyIndyTickets.com Park Lane Apartments

Redux Regions Bank-Nora Round Room Ryan Homes - Turnberry TCC Tiffanie & Company Realty Group Turner John Management - Horton Building Turner John Management - Keltner Building Turner John Management - Rich Building Veterans Support Council Inc. WellBridge Surgical Weybright Insurance Network Weybright Management Inc.

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December 2021 • January 2022 • Hamilton County Business Magazine

Upcoming Events

City of Westfield & Westfield Chamber of Commerce

FEB 12, 2022

Barktoberfest

Saturday, October 9 Asa Bales Park | 11:00am – 3:00pm

Westfield in Lights

Saturday, December 4 Downtown Westfield

Vist westfieldwelcome.com to learn more! WESTFIELD, INDIANA

Guests will enjoy a wide range of chocolaty treats including chocolate-dipped fresh strawberries, chocolate donuts, brownies, fudge and so much more. This event includes chocolate cocktails, baking demonstrations, and live music. The perfect date night experience on Valentine's Day weekend.

HOOSIERCHOCOLATEFEST.COM

40th Anniversary Luncheon

Thursday, November 18 The Bridgewater Club | 11:00am – 1:00pm

Westfield Community Awards

Thursday, December 16 The Bridgewater Club | 11:00am – 1:00pm

tickets go on sale december 6 Vist westfield-chamber.org to learn more!

December 2021 • January 2022 • Hamilton County Business Magazine

Hamilton County History

The Last Depots here are a few projects now in Hamilton County based around the preservation and reuse of old railroad depots, with work being done in places like Forest Park and Sheridan. While most railroad structures disappeared when the railroads were abandoned, it’s worthwhile to examine what is left. As railroads changed, older structures were considered liabilities and demolished as quickly as possible. Some communities got together and preserved the buildings by moving them. Ironically, in most cases, the railroad tracks are now gone and the depots are still there. The typical depot had a distinct layout. Most were known as “combination depots.” These had a passenger waiting room, a station agent’s office with a bay window to see along the railroad line, and a freight room. These are the structures organized by the railroad lines they served: NICKEL PLATE – this line came into the county in 1851 as the Peru and Indianapolis. There is only a small part left between Noblesville and Atlanta, which is used by the Nickel Plate Express tourist railroad. Hobbs Depot (Forest Park) – this was built in 1948 in Tipton County. It has no passenger waiting room, just the agent’s office and freight room. It was moved by the Indiana Transportation Museum in May 1968. The semaphore signal by the station was originally from Arcadia. The area is now being refurbished as the southern terminus of the Nickel Plate Express. 18

Crossing Guard Shanty (Forest Park) – this originally stood at the northwest corner of Logan and 8th Streets near the present end of the track. This structure was probably built in the 1930’s, although a shanty had existed earlier at that site. It was taken out of use in 1965 and moved by ITM to Forest Park. It seems to have been altered as the present configuration looks different from early photographs.

David Heighway

June/July 2011.) The only structures left are the iron truss bridges over White River and Cicero Creek. There is discussion about using them for the Midland Trace trail or the Pleasant Street bypass project.

White River bridge

The railroad first crossed the White River in 1886. The present bridge has a builder’s plate with a date of 1893. The bridge was damaged in the 1913 flood and extensive repair work was done. It is a sizable structure with an overall length of 375 feet, a 125-foot main span, is 30 feet to the top of the truss, and is 23 feet above the river channel.

Arcadia Depot

Arcadia Depot – this was built in 1869, (some sources say 1875 or 1887), and is a classic combination depot. It was moved and restored by a community organization in 1972. It is now open as a museum and station for the Nickel Plate Express. MIDLAND RAILROAD – this line started as the Anderson, Lebanon, & St. Louis in 1871, and was later known as the Central Indiana. It reached Noblesville in 1877, was never very successful, and was finally abandoned in the 1980’s. (HCBM,

Hobbs Depot

Carmel Depot

MONON RAILROAD – this line came into Hamilton County in 1882 and was abandoned in 1985. All of the existing depots are in the classic combination design. Carmel Depot – this was built in 1885, and was moved and restored by a community organization in 1980. It is presently the home of the Carmel Clay Historical Society and Museum. They are in the process of building a new structure next to the depot for their archives. Hortonville Depot – the building’s construction date is not certain, but

December 2021 • January 2022 • Hamilton County Business Magazine

BUSINESS RESOURCE

DIR EC TORY SIGNS AND BANNERS

Logan St. Signs & Banners Hortonville Depot

Forest Park Shelter

it would have been soon after the railroad came through in 1882. The building was moved by a private individual in 1970 for use on a farm. It is probably the structure on Lamong Road that was listed in the 1992 Historic Structures report. (However, the report says it was built in 1875, which is unlikely.) The report is the source of this photograph. The present situation of the building is unknown.

park as part of a complex that made veterinary medicines. The company closed and the area became the pool. The shelter was moved to its present site for use with the Tom Thumb Golf Course. It has recently gone through a substantial restoration, thanks to the Noblesville Preservation Alliance.

Sheridan Depot – this was built ca. 1882 with the arrival of the railroad. It was moved by a private individual in the 1980s for use on a farm in Boone County. Presently, the Sheridan Historical Society has started a project to move the structure back to town and restore it.

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Sheridan Depot

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Cicero Depot – this structure possibly predates the interurban and would have been adapted for reuse. Arcadia adapted a blacksmith shop, which was recently demolished.

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NEXT EDITION: Atlanta Depot Noblesville Depot

INTERURBAN – this line ran between 1903 and 1938 and was first known as the Union Traction Company. Noblesville Depot – this was built in 1906 and is the largest depot in the county. It was designed according to standard company plans and has a duplicate in Tipton. Forest Park Shelter – this originally stood at the north end of the

Atlanta Depot – this was purposebuilt at another site along Central Avenue, which was the route of the Interurban. It was moved to the present site after the interurban was abandoned, and is now a private home. HCBM

Hidden History of Hamilton County by David Heighway is available at local book stores and from the publisher, Arcadia Publishing.

December 2021 • January 2022 • Hamilton County Business Magazine

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