Section 9.Worker’s Compensation
All employees are covered by the North Carolina Worker’s Compensation Act and are required to report all injuries arising out of and in the course of employment to their immediate supervisor at the time of the injury so that appropriate action may be taken at once.
During the first five working days following a job-related injury, the County will continue to pay the employee’s weekly pay. However, to be compensated for the first five days the employee must use sick leave. On the eighth calendar day following the injury, the employee will become eligible to receive worker’s compensation payments equal to two-thirds of his or her weekly earnings, but no more than the maximum weekly pay set by the North Carolina Industrial Commission, and will be removed from the County roster for payroll purposes.
It may be necessary to terminate the employment of an employee who is determined medically to be unable to return to work because of his/her injury. This determination shall be made following a formal evaluation of his/her case, including a medical examination at the County’s expense performed by a physician of the County’s choice. If an employee does not return to work because of medical reasons he or she may be eligible to retire under the provisions of disability retirement.
If the employee becomes able to return to work, he or she may apply for any vacant County position for which he or she is qualified and receive priority consideration over other qualified candidates. He/she may be required to undergo a medical examination before returning to work.
Additional Notes of Interest:
Report all on-the-job and job-related injuries immediately to your supervisor (or any supervisor on duty if your supervisor is not available) and complete an accident report.
Supervisors are accountable for verbally reporting accidents in a timely manner to Human Resources and for following up as quickly as possible with a Supervisor’s Accident Form.
Please notify Human Resources for advice and assistance in the event that medical treatment is needed. Haywood Regional’s Urgent Care/Occupational Health is our designated service provider for non-emergency treatment. Please remember that in Workers Compensation injuries, the employer does maintain the right to direct care.
If an injured employee does not initially seek medical assistance but later decides that medical treatment is necessary, he must inform Human Resources as soon as possible (with a follow up in writing within 24 hours). Failure to follow these procedures may result in limitations or exclusions from coverage.
It is an injured workers responsibility to notify his/her supervisor of any necessary time away from work, modified or light duty restrictions, or other modifications by presenting a physician’s note from our designated provider. The supervisor should then report any adjustments to Human Resources.
Injured employees will be brought back to work in any position appropriate to their background and experience as soon as possible.
If no physician’s note is presented, if an employee fails to report to modified duty as required, or if a claim is eventually denied as not related to the course & scope of their employment, lost work time will be recalculated using the employee’s sick or vacation leave.
If an injury results in lost time, employees absent from duty because of disability or sickness under Worker’s Compensation laws shall have a waiting period during which they will be allowed to use accrued leave time for the 5-7 day waiting period (depending upon their workweek, beginning the day after the injury). When the seven days have been exhausted, the employee will receive Worker’s Compensation Wage replacement benefits at 66 2/3%, as indicated by NC state law. Such benefits are tax exempt and therefore approximate 90% of their regular working wage.