If an employee is injured while handling a personal errand during an unpaid lunch hour, how should the claim be managed?

• A. Deny the claim due to personal errand
• B. Deny the claim due to personal errand not related to work
• C. Accept based on the personal comfort doctrine
• D. Delay and investigate

Answer: (B)

When managing a claim for an employee injured while handling a personal errand during an unpaid lunch hour, the rationale for denying the claim due to the personal errand not being related to work is rooted in workers’ compensation principles. Generally, for a claim to be accepted under workers' compensation, the injury must occur while the employee is performing activities directly related to their job duties.

In this scenario, the employee's injury occurred during a personal errand, which is clearly outside the scope of work responsibilities and activities that the employer is liable for. Since the event took place on the employee's personal time and outside of work functions, it does not meet the criteria for a work-related injury. Workers' compensation laws typically stipulate that the coverage for workplace injuries does not extend to personal activities conducted during unpaid breaks or lunch hours.

Understanding this concept is crucial, as it emphasizes the distinction between personal time and work-related duties, aiding in determining which claims should be accepted or denied based on the nature of the activities leading to the injury.