Car Accidents: Employee, Injured Driver or Both?
The paperwork following an accident can create more pain and suffering than the actual auto accident itself. This is all too common a reality for people who try to coordinate with the insurance companies directly. Now just imagine adding on top of that coordination with your employer, the employer’s workers compensation carrier, the human resources department, and the other vehicle’s insurance company on top of the treatment you need and you’ve got yourself a migraine that an entire box of BC powders can’t cure.
When a person is involved in an auto accident in North Carolina and the injured party was on the job at the time there are special considerations that the injured party may encounter. The lines of responsibility can be even more blurred as there is a closer and closer connection that deviates from the cookie cutter employer-employee relationship. For example, there may be a significant distinction that will determine fault or the extent of fault based on the particular task that the employee was performing at the time of the auto accident. Additionally, is this an activity that is commonly performed in this manner for the employer? Does the vehicle belong to you? Or is it a company vehicle?
The distinctions may appear miniscule, but common sense tells me that if answers to these questions can preclude one party from accepting responsibility—it will. I’m sure you’ve heard the old adage, “too many cooks in the kitchen” that could easily describe the situation as the number of involved interested parties increases.
Each of those parties will likely have an attorney experienced in auto accidents and workers compensation cases who will be instructing the representatives on how to handle each step of the process and you need to have the same.
Fight fire with fire. Call the Law Offices of Michael A. DeMayo today and learn how we can take the pressure off of your shoulders and ease your recovery. Call us at 877-333-1000. If you prefer, request a free case evaluation at our website, www.demayolaw.com.
