Orange County NC Website
Browse       Search
Orange County Personnel Rules and Regulations Manual Effective Date: 7/1/ 2008 (/ <br />c. Maintaining contact with the injured employee by establishing <br />with the employee a designated time and manner of reporting, if <br />the injury allows; this may be accomplished by, but not limited to, <br />such things as meetings by telephone or email or in person. <br />5. Human Resource Department Responsibility -The County, through the <br />Human Resource Department, is responsible for administering the <br />workers' compensation program. The Human Resource Department is <br />responsible for: <br />a. Designating a Workers Compensation Administrator to be <br />responsible for ensuring processing and monitoring of claims; and <br />b. Reporting an injury to the North Carolina Industrial Commission <br />within five days from knowledge of any claim that results in more <br />than aone-day absence from work or if medical expenses exceed <br />the reportable amount established by the Industrial Commission. <br />c. Effectively communicating the Worker's Compensation Policy and <br />these rules and regulations to employees and supervisors. <br />6. Return to Work - <br />a. An employee, who has been released by the treating physician to <br />return to work after experiencing awork-related injury or illness, <br />has three possible return to work situations. The Human Resource <br />Department shall develop a structured Return to Work Program to <br />address each of these situations. <br />i. The Employee has Reached Maximum Improvement and is <br />Released to Return to Work - When a employee has <br />reached maximum improvement and has been released to <br />return to work by their treating physician, the department <br />shall return the employee to the same position or one of <br />like seniority, status and pay as that held prior to workers' <br />compensation leave. <br />ii. Has Not Reached Maximum Medical Improvement but is <br />Ready to Return to Limited Duty -When an employee has <br />not reached maximum medical improvement and is ready <br />to return to limited work duty with approval of the treating <br />physician, but retains some disability which prevents <br />successful performance in the original position, the County <br />shall, if available, provide work reassignment suitable to <br />the employee's capacity which is productive and <br />Issue Date: July 1, 2008 Page 3 <br />