Articles Posted in Harassment

Headache and health problems for young woman at workFor work injuries after June 24, 2011, North Carolina Law encourages employers to provide “light duty” positions while the injured worker is recovering from a work injury. These can be made up positions – a job for which the employer couldn’t justify hiring someone to do. Sometimes the tasks are of some use to the company, other times the job is just “make work” that is of little value. In most cases, light duty positions need to be approved by the authorized treating physician and be consistent with the doctor’s work restrictions. Light duty can be a good thing for all concerned if the injured worker can transition back to productive employment with the company.

Sometimes an employer will make life very difficult for an injured worker after they return to work. Supervisors may be verbally abusive, saying things in a humiliating or demeaning manner, or constantly complain about the injured employee’s work. Employers may also require other employees to carry the extra load to compensate for the injured worker’s limitations, which can cause bad feelings. In an abusive situation, the injured worker may feel as if it is better to quit than to agonize over what the employer will say or do next. If the person quits or is fired, and workers compensation benefits do not start up immediately, there will be problems paying their bills. So, that person does the best they can to do what the employer asks so they can keep their job.

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workersinwarehouse.jpgAlmost all private sector employees in North Carolina are “at will” employees. That means that an employee is hired for an indefinite period of time and may be terminated for any reason or no reason at all, with or without notice, as long as they are not terminated for an illegal reason that is prohibited by federal or state laws.

Does Having a Contract Protect Me?

Some employees, usually medical or other professionals, actually have employment contracts, verbal or written, for a definite term of employment, or providing that employment can only be terminated “for cause.” However, even in some written employment contracts, there are provisions that the contract may be terminated “at will.”

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