If you were injured while on the job, you have most likely filed a claim for workers’ compensation benefits. Workers’ compensation includes medical benefits to cover the cost of treating the injury, and will provide short-term disability benefits, which cover about two-thirds your regular salary while you are recovering from your injuries. The goal is to get you well enough to return to work, but at some point, you might be told that you can return to work on the light duty level. You have probably heard mention of reasonable accommodations. You might wonder what is the difference between light duty and reasonable accommodations? Light duty work is usually work that is created to facilitate the recovery of an injured worker and is only available for a set timeframe. It is optional for the employer to offer this, but the workers’ compensation insurer might disagree and may require the employer to come up with a light duty job for a worker who has restrictions or limitations. What Are Reasonable Accommodations? The Americans with Disabilities Act requires a workplace to offer reasonable accommodations so that the worker with the disability can perform the essential job functions and maintain employment. ADA indicates it should be real work with some adjustments. It might involve being reassigned to a vacant position that involves real work, has part-time status, or the ability to take medical leave, or many other options. The obligation is to ensure that the employee has reasonable obligations just so long as the employee can perform the essential functions of the job thanks to the accommodations. The accommodations may have to change as the needs and condition changes. What Is Light Duty Work? The term light duty work applies to workers’ compensation claims. Light duty work can involve reasonable accommodation. If an employer offers light duty work for an employee with worker’s compensation injuries, they may be required to offer light duty on that same basis to employees who have disabilities. From the ADA standpoint, many employers have placed strict timeframes on light duty that was created for a workers’ compensation claim. As an example, an employer might say a light duty position will only be available for 90 days, but the workers’ compensation insurance company might want them to offer it for more than 90 days. Consult With A Workers’ Compensation Attorney If you suffered injuries in a workplace accident, you should consult with a workers’ compensation attorney. With the help of a workers’ compensation lawyer, you are much more likely to access the benefits that you deserve. There is a strict statute of limitations for pursuing a workers’ compensation claim, so don’t wait too late. Workers’ compensation lawyers work on a contingency basis, which means they aren’t paid until you get a settlement for your workers’ compensation claim. Complete the Free Case Evaluation Form to have your case reviewed by a workers’ compensation attorney who practices workplace injury law in your state. Additional Resources Is There a Big Risk of Being Fired While on Light Duty? How Should I Tell My Employer About My Light Duty Work Restrictions?
