Light duty in the context of worker’s compensation is a critical concept for both employees and employers. It refers to modified job assignments that are less demanding physically or mentally compared to the worker’s regular duties. This adaptation is essential for employees who are recovering from a workplace injury and are not yet ready to resume their full job responsibilities.
Keep reading to learn more and contact PLBH at (800) 435-7542 if you have been injured at work and require help from a worker’s rights attorney.
Light Duty Job Examples
There are several types of light duty jobs that an injured worker might take up. These can range from the employee’s regular job with adjustments to completely new roles. Common examples include:
- Performing the same job with the removal of strenuous tasks
- Taking on a desk job, which is generally less physically demanding
- Managing inventory, which can be tailored to fit physical limitations
- Working as a parking attendant, a role that often requires less physical exertion
- Handling customer service calls, which typically requires minimal physical activity
These roles are beneficial as they allow employees to continue working without exacerbating their injuries. However, it’s important to note that the availability of such roles can vary depending on the employer and the state regulations.
Adapting to Old Roles with New Limitations
In some cases, injured workers might return to their previous positions, but with modifications to avoid tasks that could harm their recovery. This adaptation is often the first solution considered, especially when the injury does not significantly impede the worker’s ability to perform most of their job responsibilities.
Employer’s Approach to Light Duty Roles
Some employers anticipate the need for light duty roles, especially in industries like construction, grounds keeping, and manual labor, where workplace injuries are more common. These companies often have specific roles designated for workers recovering from injuries. However, these roles are usually reserved for employees with temporary disabilities, not permanent ones.
Defining Light Duty Jobs
Light duty jobs are tailored to be less demanding than regular job duties, either temporarily or permanently. The key is that these roles must align with the work restrictions recommended by the employee’s doctor. These restrictions are a crucial aspect of workers’ compensation law, ensuring that the worker’s recovery is not jeopardized by their return to work.
The Doctor’s Crucial Role
The primary treating physician plays a pivotal role in determining what the injured employee can and cannot do. Based on the worker’s condition, the doctor might:
- Clear the employee for work with no restrictions,
- Recommend a return to work with specific medical restrictions, or
- Advise against returning to work altogether.
The doctor’s recommendations might include restrictions on activities like heavy lifting, prolonged sitting, or driving.
Employer’s Response to Work Restrictions
Once the doctor sets work restrictions, the employer can offer the employee a light duty job that complies with these limitations. If the employer cannot provide a suitable role, the worker may be eligible for temporary disability benefits through workers’ compensation.
Workplace Dynamics and Light Duty
Transitioning to light duty can sometimes lead to workplace disputes. Common issues include:
- Pressure on the worker to return to their original job prematurely,
- Difficulty in redistributing job duties,
- Assignment of tasks outside the doctor’s recommended restrictions,
- Employer’s skepticism about the severity of the injury,
- Employer’s frustration over paying a full salary for less demanding work,
- Pressures from the employer’s insurance company.
These disputes can escalate, sometimes leading to employer retaliation, which underscores the importance of legal advice in such situations.
Employer Obligations and Light Duty
Employers are not always legally obligated to provide light duty roles. However, they may need to make reasonable accommodations under the Americans with Disabilities Act (ADA). Many employers voluntarily offer light duty positions, partly because workers’ compensation insurers often provide premium discounts for doing so.
Employee’s Choices and Workers’ Compensation
Refusal of a suitable light duty job can lead to the loss of disability payments from the workers’ comp system. However, if the offered role does not meet the doctor’s restrictions, the worker’s compensation benefits might not be affected. If you are not sure that your case is being handled correctly, contact PLBH at (800) 435-7542 for a free legal consultation.