Wrongful Termination in Indiana: At-Will Exceptions

This guide breaks down Indiana’s at-will employment framework, the key exceptions that protect workers, and what steps you can take if you believe you were fired illegally.

What Does At-Will Employment Actually Mean in Indiana?

Indiana is an at-will employment state. This is the default legal relationship between most employers and employees here. Unless a contract, policy, or law says otherwise, either party can end the employment relationship at any point without giving a reason.

That flexibility cuts both ways. Employees can quit without notice. Employers can terminate without cause.

But here is what many workers do not realize: “at-will” does not mean “anything goes.”

Federal and Indiana state laws have carved out important protections that limit an employer’s ability to fire someone. When an employer fires you in a way that violates those protections, it becomes what attorneys refer to as wrongful termination.

“At-will employment gives employers flexibility. But it does not give them permission to fire someone for illegal reasons. The law draws a clear line.”

Understanding that line starts with knowing the recognized exceptions.

What Are the Recognized At-Will Exceptions in Indiana?

Indiana courts and federal law have established several categories where a termination may be considered wrongful. These exceptions are the foundation of most wrongful termination claims in Indiana.

Is It Wrongful Termination If You Were Fired Due to Discrimination?

Yes. This is one of the most common and clearly defined exceptions.

Federal law prohibits employers from firing employees based on protected characteristics. These protections come from major federal statutes including:

• Title VII of the Civil Rights Act of 1964 (race, color, national origin, sex, religion)
• The Age Discrimination in Employment Act (ADEA) (workers 40 and older)
• The Americans with Disabilities Act (ADA)
• The Pregnancy Discrimination Act

Indiana’s own civil rights law, enforced through the Indiana Civil Rights Commission, mirrors many of these protections at the state level.

If you were fired because of your race, age, gender, disability, religion, pregnancy, or national origin, that termination may be illegal regardless of your at-will status.

Learn more about how workplace discrimination claims work in Indiana and what protections apply in your situation.

Can You Sue for Wrongful Termination If You Were Fired for Reporting Misconduct?

Absolutely. Retaliation is one of the strongest and most legally recognized exceptions to at-will employment.

When an employee reports illegal conduct, files a complaint, or participates in a workplace investigation, federal and state law protect them from being fired in response to that action.

Common retaliation scenarios include:

• Filing a complaint with the Equal Employment Opportunity Commission (EEOC)
• Reporting wage theft or FLSA violations
• Reporting unsafe working conditions to OSHA
• Whistleblowing on fraudulent or illegal business practices
• Participating in a discrimination investigation as a witness

Indiana also has its own whistleblower protections for employees in both the public and private sectors.

If the timing of your termination closely follows a protected activity, that pattern itself can be significant evidence in a retaliation claim. Read more about workplace retaliation claims in Indiana and how these cases are built.

Does Indiana Law Protect Employees Who Take Medical or Family Leave?

Yes. The Family and Medical Leave Act (FMLA) protects eligible employees who take up to 12 weeks of unpaid leave for qualifying medical or family reasons. Firing an employee for exercising those FMLA rights is a direct violation of federal law.

This protection matters in situations like:

• Taking leave for a serious health condition
• Caring for a seriously ill family member
• Bonding with a new child
• Managing a chronic illness that requires intermittent leave

Indiana’s workplace leave laws layer additional protections on top of the federal baseline. Explore how FMLA works in Indiana and whether your leave situation qualifies for legal protection.

What If There Was an Employment Contract?

When an employer and employee have a written contract that outlines termination procedures or “for cause” requirements, the at-will default no longer applies fully to that relationship.

If your employer fired you in violation of your contract terms, that is a breach of contract, and it can form the basis of a legal claim separate from discrimination or retaliation.

This is especially relevant for:

• Executives with negotiated employment agreements
• Employees in union workplaces governed by collective bargaining agreements
• Workers who have written agreements specifying grounds for termination

Can an Employee Handbook Create Wrongful Termination Protections?

This is a nuanced but important question. In some circumstances, yes.

Indiana courts have recognized that detailed employee handbooks may create an implied contract, particularly when the handbook describes specific progressive discipline steps or promises that employees will only be terminated for cause.

However, this is not automatic. Courts look at the specific language used and whether it reasonably created an expectation of continued employment.

If your employer skipped documented disciplinary steps before firing you, it is worth discussing that timeline with an employment attorney.

Does Indiana Recognize Public Policy Exceptions to At-Will Employment?

Indiana courts recognize a narrow but meaningful public policy exception to at-will employment. Under this doctrine, an employer cannot fire an employee for:

• Refusing to commit an illegal act at the employer’s direction
• Exercising a statutory right (such as filing a workers’ compensation claim)
• Performing a legal duty (such as serving on jury duty)
• Reporting criminal activity to law enforcement

This exception is interpreted narrowly by Indiana courts, but when it applies, it provides real legal recourse. Indiana Code Title 22 governs many of these labor protections.

How Is Wrongful Termination Different from Unfair Termination?

This distinction trips up many employees. Being fired in a way that feels unfair is not the same as being fired illegally.

The emotional reality of being fired unfairly can feel identical to being fired illegally. But from a legal standpoint, the cause matters enormously.

That is precisely why speaking with an Indiana employment lawyer early is so important. A professional evaluation of the facts can quickly clarify whether you have legal grounds to pursue a claim.

What Evidence Supports a Wrongful Termination Claim in Indiana?

Building a credible wrongful termination claim requires documentation. Courts and the EEOC look at objective evidence, not just the employee’s account of events.

Useful evidence typically includes:

• Written communications (emails, texts, messages) reflecting discriminatory or retaliatory intent
• Performance reviews showing satisfactory or positive evaluations before termination
• Timing of termination in relation to a protected activity (complaint, leave, etc.)
• Witness statements from coworkers who observed discriminatory treatment
• Your employer’s policies and whether they were followed consistently
• Documentation of any verbal statements made by supervisors
• Comparator evidence showing different treatment of similarly situated employees

You do not need a complete, airtight case before contacting an attorney. The goal of an initial evaluation is to evaluate what you have and determine whether it is worth pursuing.

Learn how to properly document workplace mistreatment in Indiana so your evidence is organized and compelling from day one.

What Is the Process for Filing a Wrongful Termination Claim?

The path for pursuing a wrongful termination claim in Indiana depends on which legal theory applies to your situation.

Step 1: Consult an Employment Attorney

Before anything else, speak with a qualified Indiana employment attorney. Many firms, including Amber Boyd Law, offer case evaluations to help you understand your options. Time is a factor here, so do not wait.

Step 2: File an EEOC Charge (If Applicable)

For discrimination and retaliation claims under federal law, you typically must first file a charge with the EEOC. In Indiana, you generally have 300 days from the discriminatory act to file. Missing this deadline can eliminate your ability to sue in federal court.

Read our detailed guide on filing an EEOC complaint in Indiana to understand what information you need and how the process works.

Step 3: Receive a Right-to-Sue Letter

After the EEOC reviews your charge, they may issue a “right-to-sue” letter. This authorizes you to file a lawsuit in federal court. You typically have 90 days from receiving this letter to file.

Step 4: Pursue Litigation or Settlement

Many wrongful termination cases resolve through negotiation before trial. Your attorney will evaluate the strength of your case, the potential damages, and the best strategy for resolution. Settlements can include back pay, front pay, reinstatement, compensatory damages, and attorney’s fees depending on the circumstances.

What Damages Are Available in Indiana Wrongful Termination Cases?

If your claim is successful, the types of compensation available depend on the legal theory and the specific facts of your case. Generally, damages may include:

• Back pay: Lost wages from the date of termination to resolution
• Front pay: Projected future lost earnings if reinstatement is not feasible
• Reinstatement: Returning to your former position in some cases
• Compensatory damages: Emotional distress, reputational harm
• Punitive damages: Available in egregious discrimination cases
• Attorney’s fees: Some statutes allow prevailing employees to recover legal costs

There are caps on certain types of damages under federal law depending on employer size. An attorney can walk you through what is realistically available in your specific situation.

What Are Common Situations Where Indiana Workers May Have a Wrongful Termination Claim?

Wrongful termination does not always look dramatic. Often, the circumstances are subtle. Here are real-world situations where employees may have a legitimate claim:

Situation 1: Fired After a Medical Diagnosis

An employee discloses a cancer diagnosis to HR and requests accommodation. Two weeks later, they are terminated with no clear explanation. This could involve violations of the ADA, FMLA, and Indiana civil rights protections simultaneously.

Learn about workplace accommodations during cancer care and the protections available to Indiana employees managing serious illness.

Situation 2: Let Go Immediately After Taking Parental Leave

An employee returns from approved parental leave and is told their position has been eliminated. However, the role was filled by a new hire while they were on leave. This pattern suggests FMLA interference and possibly pregnancy discrimination.

Situation 3: Terminated After Reporting Sexual Harassment

An employee formally reports sexual harassment by a supervisor. Within 60 days, they are placed on a performance improvement plan and then fired. This is a classic retaliation pattern. Courts take timing seriously in these cases.

If this reflects your situation, review information on sexual harassment claims in Indiana and how retaliation connects.

Situation 4: Older Worker Replaced by Younger Employee

A 55-year-old employee with 15 years of service is let go during a “restructuring.” Their role is quietly filled by a 28-year-old shortly after. When the reduction appears targeted at older workers, it may trigger ADEA protections.

Explore how age discrimination claims work in Indiana and what evidence is typically required.

Situation 5: Fired After Refusing to Falsify Records

An employee refuses to sign off on falsified safety reports and is terminated for “insubordination.” This is a textbook public policy exception case in Indiana.

What Mistakes Should Employees Avoid After Being Fired in Indiana?

The actions you take in the days and weeks after termination can significantly impact your legal options. Avoid these common mistakes:

• Signing severance agreements too quickly: Many agreements include broad claim waivers. You may be signing away your right to sue. Have an attorney review before signing. See our breakdown of Indiana severance agreements and what to watch for.
• Deleting communications: Do not erase text messages, emails, or voicemails that may be relevant to your claim.
• Missing EEOC filing deadlines: The 300-day window is strict. Waiting too long can forfeit your rights entirely.
• Venting on social media: Posts about your employer can complicate your case.
• Assuming your situation is not serious enough: Many strong cases begin with employees who doubted themselves. Let an attorney make that determination.

You can also review key questions to ask when hiring an Indiana employment attorney to make sure you find the right fit.

How Do Indiana’s At-Will Exceptions Compare to Federal Protections?

Both federal and Indiana state law create exceptions to at-will employment. Understanding how they interact helps you know which protections apply to your situation.

Understanding which legal basis applies in your case determines where your complaint must be filed and within what timeframe. This is exactly why legal counsel matters early in the process.

You can also review the full overview of Indiana employment laws for context on how these protections work together.

What Are the Top 5 Rights Indiana Workers Often Overlook After Termination?

1. The right to review a severance agreement before signing – You typically have at least 21 days to consider a severance offer under the ADEA if you are over 40. You also have 7 days to revoke after signing.
2. The right to file an EEOC complaint even after accepting severance – Unless you signed a valid waiver, a severance payment alone does not eliminate your legal rights.
3. The right to your final paycheck – Indiana law requires employers to pay your final wages by the next regular payday. Learn more about Indiana final paycheck laws.
4. The right to unemployment benefits in most cases – Being fired (as opposed to quitting) generally qualifies you for Indiana unemployment benefits, unless you were terminated for gross misconduct.
5. The right to consult an attorney confidentially – Speaking with an employment lawyer does not commit you to filing a lawsuit. It simply gives you information to make an informed decision.

How Do You Know If You Need a Wrongful Termination Attorney in Indiana?

Not every difficult firing requires legal action. But certain signs point strongly toward consulting an employment attorney:

• Your termination came shortly after you made a complaint, took leave, or reported misconduct
• You believe your protected characteristic (race, gender, age, disability, religion, etc.) played a role
• Your employer gave shifting or inconsistent explanations for why you were fired
• You were asked to sign a severance agreement with broad legal waivers
• Coworkers in similar situations were treated very differently
• You had a positive performance history and no documented discipline
• You were fired in violation of your written employment contract

If any of these apply, the right move is an evaluation, not a delay. The sooner you act, the more options you preserve. Learn more about what to expect from your first evaluation with an employment attorney.

Why Does It Matter Where You Hire Your Employment Attorney in Indiana?

Hiring a local Indiana employment attorney is not just about convenience. It is about strategic advantage.

An attorney who practices regularly in Indiana courts understands:

• How local judges approach certain legal theories
• The tendencies of Indiana employers and their legal counsel
• State-specific procedural rules that can affect timelines and strategy
• The nuances of Indiana’s public policy exception doctrine

National firms may have broader reach, but local expertise matters when your case is filed in Indiana state or federal court. Explore the differences between working with a local versus national law firm.

Amber Boyd Law serves employees across Indiana, including Indianapolis, Fort Wayne, Gary, and Evansville. Find a location near you using our office on Google Maps.

What Does “Wrongful Termination” Actually Mean in Indiana?

Many people use the phrase “wrongful termination” to describe any firing that feels unfair. But legally, the term has a specific meaning.

Wrongful termination occurs when an employer fires an employee in violation of federal or state law, a contract, or a recognized public policy exception. Feeling mistreated or treated unfairly, without more, does not automatically make a termination illegal.

The distinction matters. Indiana follows the at-will employment doctrine, which gives employers broad discretion over who they hire and fire. However, several important legal exceptions limit that discretion significantly.

Understanding those exceptions is the key to knowing whether you have a case.

At-Will Employment vs. Wrongful Termination: What’s the Difference?

When Is Termination Illegal in Indiana?

Indiana law, combined with federal protections, creates several situations where firing an employee becomes unlawful. These are not gray areas. They are recognized legal violations with enforceable remedies.

Is Firing Someone Because of Their Race, Gender, Age, or Disability Illegal?

Yes. Federal anti-discrimination laws prohibit employers from terminating employees based on protected characteristics. These include:

• Race or national origin
• Sex or gender identity
• Age (40 and older)
• Disability status
• Religion
• Pregnancy or related conditions
• Genetic information

The key statutes include Title VII of the Civil Rights Act, the Age Discrimination in Employment Act (ADEA), and the Americans with Disabilities Act (ADA).

Indiana’s own civil rights law, enforced through the Indiana Civil Rights Commission, mirrors many of these protections at the state level.

If your employer fired you and you believe your protected characteristic played any role in that decision, you may have a workplace discrimination claim worth investigating.

Can You Be Legally Fired After Filing a Complaint?

No. Firing someone because they reported discrimination, harassment, or other workplace violations is considered retaliation, and it is illegal under both federal and Indiana law.

Retaliation claims arise when:

• You filed a complaint with HR or a government agency
• You reported your employer to the EEOC or Indiana Civil Rights Commission
• You participated in an investigation as a witness
• You complained about wage violations or unsafe working conditions
• You exercised a legal right, such as taking FMLA leave

Timing often matters in retaliation cases. If you were fired shortly after making a complaint, that proximity can serve as important evidence.

Learn more about how retaliation protections work in Indiana and what evidence can support your claim.

What About Firing Someone for Taking Medical or Family Leave?

Terminating an employee for taking legally protected leave is illegal. The Family and Medical Leave Act (FMLA) allows eligible employees to take up to 12 weeks of unpaid leave per year for qualifying reasons, including:

• A serious personal health condition
• Caring for a seriously ill family member
• The birth, adoption, or placement of a child

Firing someone for requesting FMLA leave, using FMLA leave, or returning from FMLA leave is a direct violation of federal law. The same protection may apply under the ADA for disability-related leave.

If you were let go during or after a medical absence, review your situation with an employment attorney. You can also explore how to apply for FMLA benefits in Indiana to understand your baseline rights.

Is Being Fired for Reporting Safety Violations Protected?

Yes. Employees who report unsafe working conditions to regulators like OSHA are protected from retaliation under federal whistleblower statutes. Indiana also has its own whistleblower protections for employees in the public sector and certain private employers.

If you reported fraud, illegal activity, or a public safety risk and were then fired, your termination may violate public policy, one of the recognized exceptions to Indiana’s at-will rule.

Can a Contract Override At-Will Employment?

Absolutely. If you have a written employment contract, collective bargaining agreement, or even a detailed employee handbook that outlines termination procedures, your employer may be contractually obligated to follow specific steps before firing you.

Violating those procedures could form the basis of a wrongful termination claim even if no discrimination occurred.

This is especially common in cases involving:

• Union employees with collective bargaining agreements
• Executive employment contracts with “for cause” termination clauses
• Employee handbooks that promise progressive discipline before termination

If you signed an employment agreement, it is worth reviewing before assuming you have no options. You may also want to explore how contract disputes are handled in Indiana employment law.

What Are the Public Policy Exceptions to At-Will Employment in Indiana?

Indiana courts recognize a limited but important set of public policy exceptions to the at-will doctrine. These exceptions exist because allowing employers to fire people in certain circumstances would undermine broader social or legal interests.

Recognized exceptions include:

• Firing an employee for refusing to commit an illegal act
• Terminating someone for exercising a statutory right, such as filing a workers’ compensation claim
• Discharging an employee for fulfilling a civic duty, such as jury service
• Firing someone for reporting illegal conduct by the employer

These exceptions are narrowly applied by Indiana courts, which is why having a legal professional evaluate your specific situation makes a meaningful difference.

For example, if you were fired after being called for jury duty, Indiana law specifically protects you. Review the details in our guide on jury duty firing protections in Indiana.

What Is Constructive Discharge and Does It Count as Wrongful Termination?

Not every wrongful termination involves a formal firing. Sometimes employers create such intolerable working conditions that an employee has no reasonable choice but to resign.

This is called constructive discharge, and courts can treat it the same as an illegal termination when the conditions that drove the resignation were themselves unlawful.

Examples of conditions that may support a constructive discharge claim:

• Persistent and severe harassment tied to a protected characteristic
• Unexplained demotion or pay cut after filing a complaint
• Removal of job duties designed to force a resignation
• Threats or hostile treatment following a whistleblower report

If you resigned because your workplace became unbearable after you exercised a legal right, you may still have a wrongful termination claim. Learn more about how constructive discharge works in Indiana.

“Quitting is not always voluntary. When an employer makes work conditions impossible, the law may recognize that resignation as a termination.”

What Steps Should You Take If You Believe You Were Wrongfully Terminated?

Acting quickly and strategically after a wrongful termination significantly improves your legal position. Here are the steps most employment attorneys recommend.

Step 1: Write Down Everything You Remember

Document the details while they are fresh. Include dates, what was said, who was present, and any events leading up to your termination. This timeline becomes foundational to your case.

Step 2: Gather and Preserve Evidence

Collect all written communications, performance reviews, and relevant documents. If you have access to work emails or messages, save copies before losing system access.

Step 3: Review Your Employment Agreement

Check whether you signed an employment contract, received an offer letter, or were given an employee handbook with termination procedures. These documents can dramatically change your legal options.

Step 4: Avoid Signing Anything Your Employer Sends

Many employers send severance agreements after termination. These agreements typically require you to waive your legal claims in exchange for a payout. Do not sign anything until you understand what rights you are giving up.

Get the full picture on severance agreements in Indiana before making any decisions. You can also learn more about what to look for before signing a severance agreement.

Step 5: File a Charge with the EEOC if Applicable

For discrimination and retaliation claims, you typically must file a charge with the EEOC before you can file a federal lawsuit. This is a required procedural step, not optional.

Our EEOC complaint guide for Indiana walks you through the process step by step.

Step 6: Consult an Employment Attorney

This step should happen as early as possible. An attorney can evaluate your situation, identify the strongest legal theories, and guide you through next steps without risking your claim.

Understand what to expect at your first meeting by reading our guide on your first evaluation with an employment lawyer.

Are There Special Considerations for Healthcare Workers, Teachers, or Union Employees?

Yes. Certain professions have additional protections or unique considerations that affect wrongful termination claims.

Healthcare Workers

Nurses, physicians, and other healthcare professionals often face termination tied to reporting patient safety violations or refusing to participate in fraudulent billing. Federal and state whistleblower protections are particularly relevant for this group.

Explore how employment rights apply specifically to healthcare workers in Indiana.

Teachers and School Employees

Public school teachers in Indiana may have due process rights tied to contracts or tenure laws that private employees do not. Termination without following contractual procedures may itself be the violation.

Learn more about teacher employment rights in Indiana.

Union Employees

Union employees covered by collective bargaining agreements have significant additional protections. Termination without just cause or without following grievance procedures outlined in the agreement may be actionable through arbitration or federal labor law claims.

Our guide on firing for union activity and NLRA protections covers this in detail.

Frequently Asked Questions About Wrongful Termination in Indiana

Is Indiana an at-will employment state?

Yes. Indiana follows the at-will employment doctrine by default, meaning employers can terminate employees for any reason or no reason, unless an exception applies. Those exceptions include discrimination, retaliation, FMLA violations, breach of contract, and the public policy exception.

What qualifies as wrongful termination in Indiana?

A termination is potentially wrongful when it violates a specific law or legal protection. This includes firings based on protected class status, firings in retaliation for protected activity, firings that violate an employment contract, and firings that violate Indiana’s public policy protections. Review what qualifies as discriminatory workplace treatment in Indiana.

How long do I have to file a wrongful termination claim in Indiana?

For federal discrimination claims, you generally have 300 days from the discriminatory act to file an EEOC charge. Indiana state law claims may have different deadlines. The window for breach of contract claims can vary. Consulting an attorney quickly is critical to preserving your rights.

Can I be fired for filing a workers’ compensation claim in Indiana?

No. Indiana law protects employees from retaliation for filing a workers’ compensation claim. This falls under the public policy exception to at-will employment. Firing an employee in retaliation for exercising this right is unlawful.

Do I have to accept severance to pursue a wrongful termination claim?

Not necessarily. Whether you can pursue a claim after accepting severance depends on whether you signed a valid claim waiver and what those waiver terms included. Before signing any severance agreement, have an attorney review it. See our guide to severance agreement review in Indiana.

Can an employer fire me for reporting sexual harassment?

No. Reporting sexual harassment is a protected activity under federal and Indiana law. Firing an employee for making such a report is retaliation, which is independently illegal regardless of the at-will employment default. Explore your rights as a victim of workplace sexual harassment in Indiana.

What if my employer says I was fired for performance issues?

Performance-based explanations are the most common cover employers use when the real reason is discriminatory or retaliatory. Courts look at whether the stated reason is a pretext, meaning whether it is inconsistent, unsupported by documentation, or contradicted by your actual work history. A pattern of strong reviews followed by sudden performance concerns shortly after a protected event can be powerful evidence.

Does Indiana have additional protections beyond federal law?

Yes. Indiana has its own civil rights law enforced by the Indiana Civil Rights Commission, whistleblower protections, and workers’ compensation anti-retaliation provisions. The state’s public policy exception also provides some protections not always available under federal law. Review the comprehensive overview of Indiana employment laws.

Can a reduction in force be wrongful termination?

Yes. A layoff or reduction in force (RIF) can still be discriminatory if protected class employees are disproportionately targeted or if the selection criteria are applied in a way that masks discriminatory intent. Explore how Indiana workers can challenge a reduction in force.

What should I do first if I think I was wrongfully terminated?

Start by documenting everything you remember about the circumstances of your termination. Preserve any relevant emails or written communications. Do not sign any documents without legal review. Then schedule an evaluation with an Indiana employment attorney as quickly as possible to evaluate your options before deadlines pass.

Can teachers and government employees claim wrongful termination in Indiana?

Yes, with important differences. Public employees have additional constitutional protections that private employees do not have, including due process rights. Teachers have specific protections under Indiana law. Read about teacher employment rights in Indiana for more detail.

What does a wrongful termination attorney cost in Indiana?

Many employment attorneys, including Amber Boyd Law, handle wrongful termination cases on a contingency fee basis for certain types of claims. This means you pay no upfront legal fees; the attorney only collects if you recover compensation. Learn more about how to choose the right employment lawyer in Indianapolis.

Indiana Workers Deserve to Know Where the Line Is

At-will employment is real in Indiana. It gives employers significant flexibility. But it is not a blank check to fire workers for illegal reasons.

Discrimination, retaliation, FMLA interference, contract violations, and public policy exceptions all represent legally recognized limits on what an employer can do. When those limits are crossed, you have rights, and those rights are worth understanding.

Whether you are still processing a recent termination or trying to figure out whether something that happened months ago was illegal, the most important step is getting a professional evaluation of your situation.

Amber Boyd Law represents Indiana employees who have been wrongfully terminated, discriminated against, or retaliated against by their employers. With offices serving Indianapolis, Fort Wayne, Gary, Evansville, and communities across Indiana, the firm is here to help you understand your rights and decide what comes next.

If you believe your termination may have crossed a legal line, you can schedule a case evaluation with Amber Boyd Law today. You can also call us at (317) 960-5070 to speak with someone directly about your situation.

Do not let uncertainty or missed deadlines cost you the opportunity to pursue what you may rightfully be owed. Reach out to an Indiana employment lawyer and get the clarity you deserve.