Accidents resulting in personal injuries to students, staff, faculty, and visitors while on University property, or in the course of University employment or activity, are to be reported to the University Health and Safety Office.

Accidents resulting in lost work-time are to be reported to the Health and Safety Office as soon as practical, during regular work hours. Any accident on the UNCA campus resulting in death or hospitalization is to be reported immediately to the Health and Safety Office during normal business hours and Public Safety after business hours.

Accidents that result in injuries are to be reported to the Health and Safety Office for investigation of potential unsafe conditions and initiation of corrective action as appropriate. Public Safety will notify the Health and Safety Office of accidents to which they respond.

Injuries which result in hospitalization, lost work-time, or which require medical treatment beyond first aid, will be investigated by the Health and Safety Office for the purpose of analyzing the circumstances surrounding the injury, the possible need for corrective action, and whether it is compensable under the North Carolina Workers' Compensation Act.

The employee is responsible for notifying his or her supervisor immediately of any job-related injury or illness. If the employee is not able to do so, a fellow employee should notify the supervisor as soon as practical.

The supervisor is responsible for ensuring that the employee receives prompt treatment of the injury by obtaining first aid or medical treatment. If the treatment requires more than first aid, the supervisor or another person must accompany the injured to the appropriate medical facility for treatment. Injured employees are not to be sent unescorted to seek medical attention. The supervisor is also to notify the Health and Safety Office by telephone for follow-up.

The employee completes the First Aid Log Sheet, and notifies his/her supervisor for transmittal to the Health and Safety Office.

The supervisor must complete the Supervisor's Accident Investigation Form, to be submitted to the Health and Safety Office.

The supervisor completes the Industrial Commission Form 19, Employer's Report of Injury to Employee, and forwards it to the Health and Safety Office for any injury resulting in lost time of eight hours or more, or prolonged medical treatment.

The Safety and Health Office will use the information from these reports to prepare the OSHA Form 200 and Employee Safety and Health Statistical Report of Injuries/Illnesses and WC Expenditures.

The OSHA Form 200 is required by Public Law 91-596 and must be kept for a period of five years. This document summarizes information regarding Recordable Cases. Recordable Cases are defined as those workers compensation cases involving death, occupational illness, and occupational injuries involving one or more of the following conditions: loss of consciousness, restriction of work or motion, transfer to another job, or medical treatment other than first aid.

Employee Safety and Health Statistical Report of Injuries/Illnesses and WC Expenditures, Form 6.20.1, is a quarterly report required by the Office of State Personnel Employee Risk Control Services Division. It must be submitted within 20 days following the end of each calendar quarter. Information to be included in this report include:

Treatment of work-related injuries and illnesses is to be sought at the following locations:

- Treatment of non-life threatening injuries or illnesses: Saint Joseph's Urgent Care Center

- Serious and/or life-threatening injuries or illnesses: Memorial Mission Hospital

- Occupational Exposure to Blood, Body Fluids, HIV or Other Infectious Agents-

Workers' Compensation benefits are available to any employee who suffers disability through accident or occupational disease arising out of, and in the course of, his or her employment, according to the provisions of the North Carolina Workers' Compensation Act.

All University employees, whether full-time, part-time, or temporary, are eligible for Workers' Compensation benefits.

The full cost of medical treatment is covered by Workers' Compensation if the injury/illness is compensable under the Workers' Compensation Act.

Employees who suffer lost work-time injuries or illnesses are eligible to receive Workers' Compensation leave pay, equivalent to two-thirds of their average weekly wage, with a maximum equal to the average wage in North Carolina. The maximum compensation rate is established by the N.C. Industrial Commission and is adjusted annually.

Lost Work-Time 7 Days or Less: Workers' Compensation Leave benefits are not payable if the lost work-time is seven calendar days or less. For payroll purposes, the lost work-time must be charged to Vacation Leave, Sick Leave, or Leave Without Pay.

Lost Work-Time More Than 7 Days, Less Than 28 Days: If the lost work-time exceeds seven days, but is less than twenty-eight calendar days, the days in excess of seven days must be charged to Workers' Compensation Leave.

Lost Work-Time 28 Days or More: If the lost work-time exceeds twenty-eight days, the seven-day waiting period is waived and Workers' Compensation Leave payments begin from the first day of disability, or the employee is reimbursed at the end of the twenty-eight days.

Note: If the employee has used Vacation or Sick Leave for the seven-day waiting period, that leave can be reinstated to his/her leave record.

The Workers' Compensation Act of NC provides for payment of medical expenses and lost wages for injuries by accident or occupational disease arising out of and in the course of employment. The medical care provider should be informed that the illness or injury is work-related at the time of treatment; however, if it is subsequently determined that the injury or illness was not in fact work-related, the employee will be responsible for payment of the medical fees to the care provider.

An employee may choose to supplement the Workers' Compensation weekly benefit with Vacation or Sick Leave. The Vacation or Sick Leave supplement may not exceed a maximum weekly total based on annual salary. To obtain the Workers' Compensation supplement, the employee must notify the Workers' Compensation Administrator. Election may not exceed the employee's earned leave balance prior to injury.

Generally, short-term disability benefits are offset by Workers' Compensation benefits, however, if the employee is out of work for more than 60 days, short-term eligibility will be determined by the Office of Human Resources, Benefits Department.

An employee who is receiving Workers' Compensation Leave pay or weekly payments from a settlement agreement is not eligible for long-term disability benefits until all Workers' Compensation payments have been exhausted.

Workers' Compensation Leave pay ceases when an employee retires, but weekly payments from a settlement agreement do not affect retirement benefits.

The employee's Total State Service and employment anniversary dates are not affected while on Workers' Compensation Leave. Retirement System membership continues but service credit does not. The employee may file an application to buy back his/her retirement service credits after he/she returns to work from Workers' Compensation Leave.

Payroll deductions are not made from Workers' Compensation weekly benefits with the exception of court-ordered child support.

Employees continue to earn Vacation and Sick Leave while drawing Workers' Compensation payments. If the employee accrues more than 240 hours of Vacation Leave while on Workers' Compensation Leave, the 240 hour maximum plus all vacation leave earned during Workers' Compensation Leave is carried forward to the next calendar year to be used when the employee returns to work or paid to the employee in a lump sum if the employee terminates employment.

Payment of the University's contributions for health insurance is continued while an employee is on Workers' Compensation Leave. Employees should contact the Office of Human Resources, Benefits Department to make arrangements to continue the employee's contribution to these insurance coverage's.

Other insurance benefits, if any, such as dental, life, accident and disability, already in effect may be continued by personal check through the Office of Human Resources, Benefits Department.

For Credit Union loan payments, homeowners and automobile insurance, United Way, etc., the employee should arrange for continuation of payment through the company or carrier.

Upon return to work, if the employee continues to require medical or therapy treatments during regular working hours, neither Vacation nor Sick Leave will be charged. A reasonable amount of time for treatment will be recorded as work time by the employee and the supervisor may request a note from the employee that is signed by the medical facility verifying time charged to medical visit.

The immediate supervisor or designee is required to maintain regular contact with the employee who is out of work on Workers' Compensation Leave. This contact should be made once a week to keep the employee informed about activities in his or her department and to anticipate when the employee may return to work.

After an employee has been on Workers' Compensation Leave, a physician's statement authorizing return to work must be submitted to the Health and Safety Office and the employee's supervisor prior to reinstatement to work status.

If the employee's physician recommends return to work on a part-time basis, Workers' Compensation Leave will continue, on a prorated basis, for the time not worked. Employees working part-time are not eligible for Vacation or Sick Leave supplements.

Priority is given to permanent employees on Workers' Compensation Leave to effect an early return to work. In addition to medical and rehabilitation services provides through the Workers' Compensation program, departments are encouraged to make modifications in job duties to reasonably accommodate temporary physical limitations. If the duration of modified duties exceeds 90 days, approvals from the Office of Human Resources and the Health and Safety Office are required.

Return to work may involve a temporary reassignment in a different position commensurate with the employee's skills and abilities or the former position with limited duties, or the former position on a part-time (less than 40 hours a week) basis.

Upon reaching maximum medical improvement, if a permanent disability exists, a settlement is made based on a schedule adopted by the NC Industrial Commission. The amount of the settlement is dependent on the employee's salary at the time of injury and the percentage of disability determined by the physician.

To facilitate an early return to work, and to identify potential rehabilitation and/or training needs, the University's Workers' Compensation Manager will request regular updates from the physician regarding the length of temporary disability, the potential for return to work with modified duties, and the prognosis for full recovery or any permanent disabilities that may impair work performance in the employee's present position.

As the employee reaches maximum medical improvement, if the physician concludes the permanent employee will have a permanent disability, the Health and Safety Office and the Office of Human Resources in consultation with the employee's department, will evaluate the following options:

If the treating physician determines that the permanent employee will not be able to return in his/her position, the employee will stay in the position on Leave Without Pay, Workers' Compensation status, and continue to earn Vacation and Sick Leave and Total State Service. However, the department will be allowed to recruit for the position on a permanent time-limited basis.

When the determination is made to re-employ the permanent employee in a different department, the Office of Human Resources arranges such placement in consultation with the department heads involved and, as appropriate, other principal administrative officers.

If no re-employment opportunities exist at UNCA, the Human Resources Director will refer the employee to the Office of State Personnel for assistance towards available work in another State agency.

When the employee reaches maximum medical improvement, and re-employment is not readily available, the employee is placed on leave without pay.

Re-employment activities continue for twelve months from the date the physician releases the employee from further treatment.

When an employee returning from Workers' Compensation refuses re-employment or training for re-employment, the University has the right to terminate the employee.

The OSHA General Industry Standard, CFR 1910.151, requires:

The University encourages departments to make first aid kits available to employees for treatment of minor cuts and scratches. The availability of first aid supplies is not to be used as a substitute for obtaining medical treatment.

Work units on the UNCA campus have readily available access to medical treatment through Saint Joseph's Urgent Care Center during regular work hours, or at Memorial Mission Hospital Emergency Room after-hours.

Work units outside of the Asheville - Buncombe area should contact the Health and Safety Office regarding medical coverage for their work unit.

For work units that designate first aid personnel the following State Personnel Commission rules apply: