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Jan11

Work related injury medical visits

In North Carolina what is the rule to be followed in this instance: An employee was hurt at work and is currently on light duty at full pay. He has medical visits which need to be kept for follow-up.

A. Should his medical visits be scheduled only during his normal working shift so that he can be paid or can he have appointments made outside of his normal work shift i.e. a day off for which he wouldn’t be paid?

B. If he goes to an appointment during his normal work shift should he be clocked out then back in but still paid for the day? Would this cause an issue legally?

C. I feel that if an employee goes to an appointment during normal work hours and he is still on the clock then perhaps I should provide a company employee to transport him. This would be to control his actual time out of the plant and to avoid liability issues since he is not on company business but on an injury related medical appointment. What is the best way to handle this?

D. If said employee makes an appointment for follow-up on his work-related injury that falls on his day off, can he file a claim for pay and mileage for time he takes to keep this appointment?

There are many different issues/scenarios here.  In general, some of the time employers will require employees back to work from workers compensation to take paid time off for appointment only when an appointment cannot be scheduled outside of working hours.  If the appointment is made outside of working hours, the mileage is typically reimbursed and other expenses may be paid by the workers compensation insurance.  If the employee takes paid time off during working hours, there is the liability of them getting hurt on the job again during a car accident, etc.  The same goes for the employee that you would want to have take them to and from the appointment (if you do not trust the employee to be reliable during his time away, there may be a larger issue at hand).  If he cannot get an appointment made outside of working hours, you have to allow him time off during work for follow-up appointments.

That being said, with the mention of “the plant”, this leads me to believe that a union may be involved.  Be sure to consult the stipulations of any union contracts before making employee decisions.

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This entry was posted on Tuesday, January 11th, 2011 at 10:35 am and is filed under
Attendance Management, Benefits, Human Resources Management.
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