Indiana Workers' Compensation

Overview

Indiana law requires all covered employers to obtain and maintain full insurance against their liability for payment of compensation for on-the-job injuries and occupational diseases that result in total or partial incapacity or death. Employers obtain workers' compensation coverage through private insurers or self- insurance programs.

Coverage

Covered Employers

All private and public employers with one or more full- or part-time employees are covered. However, this summary is restricted to the coverage of private employers. Independent contractors that elect to have no coverage must file statements and obtain validated affidavits of exemption.

Employee leasing: Employee leasing services and temporary help firms are considered the employers of leased or temporary employees for workers' compensation coverage. Employee leasing companies must provide proof of coverage to the Worker's Compensation Board.

Covered Employees

All full- and part-time employees are covered; all minors are covered unless they are in a vocational education program. Executive officers and directors of corporations also are covered. Corporate officers are considered employees, but can choose to not be covered. If they choose to not be covered, they must provide a written notice to their company's workers' compensation insurer and the Workers' Compensation Board to confirm their choice. Sole proprietors or business partners can elect coverage by notifying their insurance carrier and their board of election.

Owner-operators that provide a motor vehicle and a driver to a motor carrier are not employees of the motor carrier, although the owner-operators can elect to be covered and to cover their employees by paying premiums under the motor carrier's insurance.

Assessments/Contributions

Employers that are not self-insured or that are not part of a self-insurance association licensed by Indiana for workers' compensation purposes are required to pay premiums to secure workers' compensation coverage for employees. Indiana does not have a state

1 | P a g e Created: July 2017 workers' compensation fund, so employers that do not self-insure and that are not part of a self-insurance association must acquire workers' compensation coverage through a private insurer. The state's workers' compensation program is funded by assessments from insurance companies and self-insured employers.

Premium calculations: Workers' compensation premiums for an Indiana employer generally are calculated by multiplying the employer's applicable gross payroll for employees in the state by factors representative of risk. Additional amounts can be incorporated into employers' premiums based on their exposure to certain types of risk. Employers can be eligible for premium discounts if they fulfill the requirements of a discount program established by the state or their insurer.

Employers are assigned at least one job classification, also known as a risk classification, by their insurer that applies to their employees for the purpose of calculating workers' compensation premiums. If multiple job classifications are assigned, employers should determine which employees are covered by the classifications. The job classifications are based on classification codes maintained by the National Council on Compensation Insurance, which oversees various aspects of the premium-calculations process in Indiana.

The Indiana Compensation Rating Bureau, with assistance from the NCCI, establishes advisory-loss costs for each job classification in Indiana. Loss costs, also known as base loss costs or pure premiums, are rate factors that represent the direct cost to insurers of paying for the workers' compensation benefits and medical care provided to employees within a job classification, excluding overhead and other operating expenses of the insurers but including the insurers' costs of legal defense and cost containment. The bureau's annual updates to Indiana's advisory-loss costs are subject to review by the Indiana Department of Insurance. Private insurers have the option of filing with the Department of Insurance loss costs that are different from those filed on their behalf by the bureau.

Insurers multiply the loss cost for a job classification by a loss-cost multiplier (LCM) to determine their basic premium rate for that job classification. The loss-cost multiplier, also known as a loss-cost modification, an expense-loading factor or a rate multiplier, is a rate factor that accounts for an insurer's operating expenses and represents the insurer's profit component. The Department of Insurance maintains a list of private insurers authorized to provide workers' compensation coverage in Indiana and the primary LCMs assessed by each. Insurers are not required to annually file a new LCM, and the most recently filed LCM remains in effect. Most LCMs are from 1 to 2.

The basic premium rate often is expressed as a whole number for each $100 of payroll on premium-collection documentation sent by insurers to employers. Insurers can file changes that affect basic premium rates at any time. Each employer's gross payroll for employees assigned to a job classification is multiplied by the basic premium rate charged by the insurer for that classification to determine the basic premium due for employees in that classification. The sum of the basic premiums due among an employer's job classifications is the total basic premium due for that employer, although amounts based on an employer's exposure to certain types of risk can be added to an employer's total basic premium.

The sum of an employer's total basic premium and risk-exposure additions is the employer's total subject premium. The total subject premium for an employer that has been operating in Indiana for at least 21 months can be adjusted by an experience- modification factor. An employer's applicable payroll for calculating premiums due for a period is the employer's estimated gross payroll for the period. After the end of the period, the employer's actual gross payroll for the period is compared with the estimated gross payroll to reconcile premiums due or recoverable.

Definition of payroll reportable to insurers: Employers must determine their gross payroll for each job classification assigned by their workers' compensation insurer. Indiana recognizes the definition of payroll for workers' compensation premium calculation purposes established by the National Council on Compensation Insurance, with some exceptions.

For calculations of workers' compensation premiums in Indiana, payroll includes: • wages and salaries; • commissions; • bonuses; • holiday pay, vacation pay or sick pay, but vacation pay to coal mining employees and third-party sick pay are excludable from payroll; • the cash value of meals, rent and lodging, but not occasional supper money provided as a de minimis fringe benefit; • the cash value of gift certificates, gift cards and store credits given to employees, although the cash value of discounts from the employer's goods or services purchased by employees is excludable from payroll; • allowances for tools; • annuity plans for employes; • amounts deducted from employes' pay for savings plans, retirement plans or Internal Revenue Code Section 125 cafeteria plans and • reimbursements to employees for business expenses that were not confirmed by an employer's records as valid.

Payments exempt from payroll reportable to insurers: Certain types of payments are not reportable payroll for workers' compensation premium calculations in Indiana, including: • tips and gratuities;

• employer payments to employees' group insurance or group pension plans, although amounts employers pay that would have been deducted from employees' pay to fulfill legal requirements of insurance and pension plans are included in payroll; • employer payments to employees' savings plans, retirement plans or cafeteria plans; • the cash value of vehicles provided by an employer for employees' use; • the cash value of memberships to organizations provided by an employer to employees; • the cash value of tickets to plays, movies, concerts and other entertainment performances; • airfare and vacations provided by an employer for employees; • allowances for work uniforms; • military leave pay; • rewards for inventions or discoveries and • severance payments, although payable accrued vacation time is included in payroll.

Additionally, while overtime generally is paid at the rate of at least time and one-half the regular rate of pay for hours worked in excess of 40 in a week or when an employee works in excess of the threshold number of hours in a period when overtime extra pay becomes required, mandatory extra pay for overtime in excess of an employee's regular rate of pay generally is excludable from payroll for workers' compensation premium calculations.

3 | P a g e Created: July 2017 Experience-modification factor: Premiums for employers that paid a threshold amount of premiums in the most recent 24 months or that established a threshold amount of average annual premiums over their experience period are multiplied by an experience- modification factor, also known as an experience-rating modifier. The experience- modification factor is a rate factor that represents an employer's loss and claims experience compared with the average loss and claims experience of employers that share the job classifications applied to that employer.

An employer's experience period includes loss and claims data from policy years that began up to 57 months before the potential effective date of the experience-modification factor, but no more recently than 21 months before the date.

For Indiana, the threshold amount for total premiums in the most recent 24-month period is $5,000 and the threshold amount of average annual premiums over the experience period is $2,500.

Among the determinants of an employer's experience-modification factor are the frequency with which employees experience injuries and illnesses in the course of work and the severity of the injuries and illnesses. The frequency of the incidents has a greater effect on an employer's experience-modification factor than the severity of the incidents.

Experience-modification factors for Indiana employers are established by the National Council on Compensation Insurance, and private insurers of Indiana employers must apply the experience-modification factors when assessing workers' compensation premiums. The NCCI annually updates employers' experience-modification factors.

The result of multiplying an employer's total subject premium by an experience- modification factor is the employer's total modified premium. An experience-rated employer's total premium due generally is its total modified premium plus supplemental risk-exposure additions and minus applicable discounts.

Deductibles: Insurers can offer deductibles, optional to the insured employer. Deductibles must be in increments of $500, with a maximum deductible of $5,000 per claim. The insurer pays the entire amount, then recoups the deductible from the employer.

Insurance options: An insurer can offer a co-insurance option to an employer, wherein the insurer pays 80 percent and the employer pays 20 percent of the benefits due. The insurer pays the entire amount, then recovers the co-insurance amount from the employer. The maximum charge to an employer is $4,200 in co-insurance per claim.

Employers can provide substitute systems of compensation, with the agreement of their employees and the approval of the board. A substitute system will be approved only if it confers benefits to injured employees and their dependents which are at least equivalent to the benefits provided under the law. Such a system cannot require contributions from employees unless it provides additional benefits that commensurate with such contributions. The board can terminate an employer's substitute system upon reasonable notice and hearing, if it appears that the system is not fairly administered, if it has latent defects threatening its solvency, or if for any substantial reason it fails to accomplish the purpose of the workers' compensation law.

Mutual insurance associations: Groups of employers can form mutual insurance associations or reciprocal or interinsurance exchanges, subject to approval by the Department of Insurance. Second-injury fund assessment: Employers' insurers and self-insured employers must pay a sum equal to 1 percent of all workers' compensation paid in the preceding calendar year. This assessment is suspended if, as of April 1 of any year, the second-injury fund balance exceeds $500,000.

Insurance filing fee: Insured employers must file proof of insurance with the Workers' Compensation Board within 10 days of an expiration or cancellation of their policy. Proof of the renewal of an existing policy can be filed every three years, but there is an annual filing fee of $2.

Benefits

Employees who are incapacitated from work for a temporary total disability period of over 21 days are entitled to workers' compensation benefits beginning the day after their accident. For temporary total disability periods that are less than 21 days, benefits are payable beginning the eighth day following an accident.

Claims must be filed with the board within two years after the date of injury or death, except as provided for certain occupational diseases. If death results from a disease, the claim must be filed within two years after the date of disablement.

Illegally employed minors are entitled to double compensation; payments over $100 can be paid to a guardian.

Payment of benefits: All compensation, except burial expenses, must be paid in installments. Employers are required to make the first payment of benefits to an employee 14 days after the disability begins; thereafter, employers must make payments weekly, unless the state board authorizes an alternative payment schedule—monthly or semimonthly. Compensation is not payable for an injury or death due to an employee's:

• intentional self-inflicted injury, • intoxication, • commission of an offense, • failure to use a safety appliance, • failure to obey a written or printed rule of the employer, or • failure to perform any statutory duty.

Lump-sum payments: In certain cases, the employer, the employee or dependents, and the insurance carrier can agree on a lump sum payment of an award, subject to the approval of the board. In the case of permanent disabling injuries to a minor, the board can, at any time, order a lump sum payment of the balance of compensation due. Concurrent employment: If an employee is in the joint service of two employers at the time of an accident, both employers must contribute to the compensation due the employee in proportion to their liability for the employee's wages.

Second-injury fund: A second injury is any work-related injury, which combined with a previous injury, causes greater disability or death. When an employee with a pre-existing loss suffers a second injury which, when added to the first results in permanent total disability, the employer is liable for the compensation due for the second injury alone, and the state fund pays the difference between that amount and the benefit due for the total disability.

Wage Replacement Benefits

5 | P a g e Created: July 2017 Under Indiana law, there are three types of disability: Permanent and Total Disability, Temporary Total Disability, and Temporary Partial Disability. In calculating an employee's average weekly wage, the earnings of the injured employee in the employment at the time of injury during the period of 52 weeks immediately preceding the date of injury, is divided by 52. If the injured employee lost seven or more calendar days during the 52-week period, the division will be by the number of weeks remaining after the time lost has been deducted. If the employment before the injury was for a period of less than 52 weeks, the employee's average weekly wage will be determined by dividing total wages by the number of weeks actually worked, if the result is fair to both parties.

If the time is too short, or the casual nature of the employment makes it impracticable to compute the employee's average weekly wage, the average weekly wage of a person in the same grade performing the same work for the same employer can be used; or, if there is no such person, the wages of a person in the same grade in the same class of employment in the same district can be considered. If allowances are made to an employee in lieu of wages as a specified part of the wage contract, they are considered part of the earnings. The average weekly wage for a student in an approved training program is calculated as 40 hours times the student's hourly wage rate. A partially disabled employee who refuses suitable employment is not entitled to receive compensation during the period of refusal unless the board determines that the refusal is justified. The employee must be given notice of the consequences of such a refusal.

Effective for injuries and illnesses that occur from July 1, 2016, to June 30, 2020, the maximum amount of total compensation payable for a workers' compensation claim is $390,000, excluding medical benefits. Effective for injuries and illnesses that occurred from July 1, 2015, to June 30, 2016, the maximum amount of total compensation payable for a workers' compensation claim is $368,333.33, excluding medical benefits.

2 Total disability (permanent): Permanent total disability benefits are payable at 66 /3 percent of the employee's average weekly wage. The maximum weekly benefit amount is 2 66 /3 percent of the applicable state average weekly wage.

Effective for injuries and illnesses that occur from July 1, 2016, to June 30, 2020, the maximum weekly benefit is $780. Effective for injuries and illnesses that occurred from Jan. 1, 2016, to June 30, 2016, the maximum weekly benefit is $736.67. The minimum weekly benefit is $75. Benefits are payable for a maximum of 500 weeks. If the employee is totally unable to work, however, benefits can be extended for additional periods of 150 weeks at a time. An employee's condition is evaluated each time benefits or benefit extensions expire. Benefits after 500 weeks, if granted, are paid by the second-injury fund.

2 Total disability (temporary): Temporary total disability benefits are payable at 66 /3 percent of the employee's average weekly wage, up to a state-designated maximum. Effective for injuries and illnesses that occur from July 1, 2016, to June 30, 2020, the maximum weekly benefit is $780. Effective for injuries and illnesses that occurred from Jan. 1, 2016, to June 30, 2016, the maximum weekly benefit is $736.67. The minimum weekly benefit is $75.

2 Partial disability (temporary): Temporary partial disability benefits are payable at 66 /3 percent of the difference between the employee's average post-injury weekly wage and the weekly wage earned at the time of the injury, for a maximum period of 300 weeks. If a partial disability begins after a period of temporary total disability, the period of total disability will be included as part of the maximum period. Partial disability (permanent): For a worker's permanent partial loss or loss of use of a body part or a bodily function, compensation for the impairment is paid according to a statutory schedule. A worker's loss of the use of certain body parts is assigned scheduled degrees and values in weeks; if the loss is by amputation, the scheduled benefits are doubled. An employee's disfigurement is considered to equal 40 degrees of disability. Benefits are based on the injured worker's level of impairment.

Deductions from benefits: Payments made by employers to injured employees or dependents during disability, which were not due and payable when made, can be deducted from the amounts to be paid as compensation, with the board's approval. Workers' compensation claims are not subject to assignment and are exempt from claims for creditors. However, up to 50 percent of an award can be withheld for child support.

If a person other than the employer is legally liable for the employee's injury or death, the employee or dependents can commence legal proceedings against the third party even though the employer or insurance carrier may be liable for benefits under the law. If the employee obtains a settlement from the third party, the employer or insurance carrier will be reimbursed for any compensation or benefits paid, less the reasonable costs of asserting the third-party claim.

Medical Benefits Employers must furnish injured employees, after an injury and prior to the determination of a permanent impairment and during the period of a temporary total disability, an attending physician and any necessary services and products.

Following determination that an employee's injury is a permanent, partial impairment, the employer can continue to furnish a doctor or surgeon and other medical services. Upon application of either party within the statutory period of review for cases, the board can require the employer to furnish necessary medical services and products to limit or reduce the amount and extent of the impairment. Employers can at any time permit employees to treat an injury through spiritual means or prayers in lieu of a physician and other medical services.

If a compensable injury results in the amputation of a body part, the loss of an eye, or the loss of natural teeth, the employer must provide the required artificial replacement, proper braces, or prosthodontics. The cost of repairs or replacements for the artificial members, braces, or prosthodontics that result from a compensable injury under a prior award and are required due to either medical necessity or normal wear and tear, must be paid from the second-injury fund upon order or award of the state Workers' Compensation Board. The employee is not required to meet any other requirement for admission to the second- injury fund.

If an accident arising out of and in the course of employment results in the loss of or damage to an artificial member, a brace, an implant, eyeglasses, prosthodontics, or other medically prescribed device, the employer must repair the device or furnish artificial replacements.

Fee schedule: For payments to medical service providers that are not medical service facilities, an employer's or insurer's financial liability for medical services and products is limited to the prevailing rate of charges for these services and products.

An employer's or insurer's financial liability to a medical services facility for medical services or products can either be:

7 | P a g e Created: July 2017 • a negotiated amount between the facility and the employer, the employer's insurance carrier, a billing review service, or a direct provider network; or • if there is no negotiated amount, twice the amount that would be paid to the facility under its Medicare reimbursement rate.

The Workers' Compensation Board can withhold the approval of the fees of the attending physician in a case until the physician files a report with the board on the prescribed form.

Travel reimbursement: Employers must reimburse employees whom they require to travel outside the county of employment for treatment. Employees' travel expenses are reimbursable up to the amount that would be paid to state employees under the state travel policies.

Choice of doctor: Employers must furnish to injured employees an attending doctor and any necessary surgical, nursing, and hospital care and services. If, during the period of temporary total disability, employees seek services or treatment from a physician other than employer-provided physicians, employers must pay the reasonable cost of such services if:

• there is an emergency; • the employer has failed to provide a physician, medical services, or supplies; or • the worker has “any other good reason” to seek such services. Employers or their insurers may not delay emergency medical care if it is considered necessary by the attending health care facility physician. Employees who refuse to submit to a required medical examination, or medical services and supplies, will receive a suspension of compensation for the period of refusal. Employees can have their own physician present at the examination at their own expense.

Compensation for permanent total impairment, permanent partial impairment, permanent disfigurement, or death is not payable if the impairment, disfigurement, or death resulted from the employee's failure to accept necessary services, treatment, or supplies. The employee must be given notice, in a form prescribed by the board, of the consequences of their refusal.

Rehabilitation: Injured workers who are unable to return to their previous jobs are entitled to vocational rehabilitation. Injuries must be reported to the office of vocational rehabilitation after 21 days of temporary total disability or when it appears that the worker will not be able to return to previous employment, whichever is earlier.

Survivors' Benefits Survivors' benefits are payable to the following dependent(s): a spouse living with the deceased worker at the time of death; an unmarried child younger than 21 living with the deceased parent; an unmarried child younger than 21 not living with the parent but to whom the parent is obligated to provide support; a child older than 21 who has never been married and who is either physically or mentally disabled and unable to earn a living; a child older than 21 who has never been married and who at the time of death of the parent is keeping house for and living with the parent and is not otherwise gainfully employed. In addition, a survivor's spouse and children can receive death benefits even if they were not living with the employee at the time of death, provided the separation is for justifiable reasons. Effective for injuries and illnesses that occur from July 1, 2016, to June 30, 2020, the maximum weekly benefit is $780. Effective for injuries and illnesses that occurred from Jan. 1, 2016, to June 30, 2016, the maximum weekly benefit is $736.67.

A spouse living with a worker at the time of death is entitled to death benefits even if the spouse is gainfully employed. Upon remarriage, the spouse will receive a lump sum equal to the smaller of 104 weeks of benefits or the remainder of statutory compensation payable. Dependents can receive compensation for a period of 500 weeks from the worker's date of injury, minus compensation paid while the worker was alive.

Burial Expenses Burial expenses are payable up to a maximum of $7,500.

Disputes and Appeals Claims can be settled by agreement between injured employees and employers. If after seven days from the date of the injury, or any time in the case of death, the employer and injured employee or dependents reach an agreement in regard to compensation, a memorandum is filed with the board, on the prescribed form. The memorandum, if approved by the board, becomes enforceable by court decree. If no agreement is reached, either party can make an application to the board for determination of the dispute. The board will then hear the dispute as soon as practicable. If an award is made by less than the full board, an application for review by the full board can be made within 30 days of the date of the award. An award of the full board is binding as to all questions of fact, but can be appealed to the appellate court for errors of law within 30 days of the date of award. The board, upon hearing a claim for benefits, has the exclusive jurisdiction to determine whether the employer, the employer's workers' compensation administrator, or the worker's compensation insurance carrier has acted with a lack of diligence, in bad faith, or has committed an independent tort in adjusting or settling the claim for compensation. If a lack of diligence, bad faith, or independent tort is proven, the award to the worker must be at least $500, but no more than $20,000, depending upon the degree of culpability and the actual damages sustained.

Notification Requirements

An injured employee or dependents must give written notice to the employer of an injury or death unless the employer or employer's representative has actual knowledge of the occurrence of the injury or death. Unless notice is given within 30 days after the injury or death, compensation will not be paid until the date of notice.

Mandatory Poster

Employers must post a notice of coverage in their establishments. The notice must be in a format approved by the board, and it must be posted in a conspicuous place; for employers that are required to post a federal notice, the workers' compensation notice must be posted in the same location. The notice of coverage should contain the name, address, and telephone number of the insurer.

Reporting Requirements

Indiana requires employers to report injuries causing death or more than one day of disability to the insurer (to the board if the employer is self-insured) within seven days. Insurers must report injuries to the board within seven days of receiving notice from

9 | P a g e Created: July 2017 employers or within 14 days of the date employers had knowledge of the disability, whichever is later. The report must contain the following: • the name, nature, and location of the employer's business; • the employee's name, age, sex, wages, and occupation; • the date and hour of the accident causing the injury; • the nature and cause of the injury; and • any other information the board may require.

Employers, or their insurers, must notify the board within 10 days following the final compensation payment to employees.

Recordkeeping Requirements

Employers must keep a record of all injuries, including all disablements by occupational disease, to employees during the course of employment.

Administration/Enforcement

The Worker's Compensation Board of Indiana administers the state's workers' compensation program. The Indiana Compensation Rating Bureau, with assistance from the National Council on Compensation Insurance, establishes advisory-loss costs for workers' compensation insurers in Indiana. The bureau and the NCCI, together with the Indiana Department of Insurance, oversee other aspects of how workers' compensation premiums are calculated in the state.

Penalties/Remedies

Employers that fail to obtain insurance are guilty of a Class A infraction; the maximum fine is $10,000. Uninsured employers can be liable for medical and legal expenses and double compensation, can be prevented from doing business in the state, and can be required to post a security or bond to secure payment of benefits.

Employers that fail to report injuries causing death or more than one day of disability within the specified time frame, or that do not comply with the board's recordkeeping provisions, are subject to a $50 fine.

Employers that fail to post the required notices, or fail to pay compensation for an injury or occupational disease within the specified time-frame, are subject to a civil penalty of up to $50 for the first violation, up to $150 for a second violation, and up to $300 for a third or subsequent violation. Employers that fail to report injuries causing death or more than one day of disability within the specified time-frame, or that do not comply with the board's recordkeeping provisions, are subject to the penalty schedule.

Employers that fail to provide proof of compliance within 10 days of receiving a request from the Workers' Compensation Board can be subject to a civil penalty of $50 a day for each employee.

Employers that have received a safety order for violation of any standard, rule, or order, or employers that have failed to post notices required by the Occupational Disease Act, are subject to a civil penalty of up to $7,000. Repeated violations can subject an employer to a fine of up to $70,000.

Reference Citations Coverage: Ind. Code Ann. §§ 22-3-2-2, 22-3-2-5, 22-3-2-9, 22-3-2-14, 22-3-2-14.5, 22- 3-5-1, 22-3-5-5, 22-3-6-1, 22-3-7-9 Assessments/Contributions: Ind. Code Ann. §§ 22-3-2-5, 22-3-5-2, 22-3-5-4, 22-3-5- 5.5, 22-3-6-2, 22-3-3-13; National Council on Compensation Insurance - Basic Manual for Workers Compensation and Employers Liability Insurance: Rule 1-A, 1-B, 2-A, 2-B, 2-C, 3- A; National Council on Compensation Insurance - Experience Rating Plan Manual for Workers Compensation and Employers Liability Insurance: Rule 2-A Benefits: Ind. Code Ann. §§ 22-3-2-8, 22-3-2-13, 22-3-3-3 to 22-3-3-5, 22-3-3-6 to 22- 3-3-7, 22-3-3-9, 22-3-3-10 to 22-3-3-11, 22-3-3-13 to 22-3-3-14, 22-3-3-19, 22-3-3-21, 22-3-3-22, 22-3-3-23 to 22-3-3-25, 22-3-3-31, 22-3-4-4, 22-3-4-5, 22-3-4-8, 22-3-4- 12.1, 22-3-6-1, 22-3-7-9, 22-3-7-10, 22-3-12-1 to 22-3-12-4; Workers' Compensation Guide

Notification Requirements: Ind. Code Ann. § 22-3-3-1 Mandatory Poster: Ind. Code Ann. § 22-3-2-22 Reporting Requirements: Ind. Code Ann. §§ 22-3-3-5, 22-3-4-13, 22-3-4-14 Recordkeeping Requirements: Ind. Code Ann. § 22-3-4-13 Administration/Enforcement: Ind. Code Ann. §§ 22-3-1-1 through 22-3-1-3 Penalties/Remedies: Ind. Code Ann. §§ 22-3-2-22, 22-3-3-5.1, 22-3-4-13, 22-3-7-17, 22-8-1.1-27.1

Web References Indiana Laws: http://www.ai.org/legislative/ic/code/ Indiana Regulations: http://www.in.gov/legislative/iac/ Indiana Workers' Compensation Board: http://www.in.gov/wcb/ Related Information

Agency information: Indiana Worker's Compensation Board, Room W-196, 402 W. Washington St., Indianapolis, Ind. 46204; (317) 232-3809 Tax forms and publications: http://www.in.gov/wcb/2331.htm

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