Imagine this: A worker is injured and returns to light duty work. After a while he says he “can’t stand it anymore” and asks to be laid off. Then he turns around and applies for full workers’ comp benefits. Did he get them?
Dealing with workers’ comp is frustrating enough. But losing a case over a technicality is even more so.
An employee hurt his back at work and was placed on light duty. After working light duty for several days, the employee decided he needed to see a doctor for back pain. The company fired the worker, saying he violated policy by not notifying management first before seeking medical treatment for a workplace injury.
Here’s a tough call to make: A deaf employee drove forklifts safely on a daily basis for years. Then, a corporate policy said he could no longer do that for safety reasons. Do you bar him from operating forklifts? And what did a court have to say?
Blanket policies barring employees on light or limited duty from working overtime violate the Americans with Disabilities Act, according to the Equal Employment Opportunity Commission.
This injured worker’s employer offered her a light-duty job. The worker refused the offer because it was at a different location and it would be difficult for her to get to work. After refusing the offer, would she still get workers’ comp benefits?
One way companies have cut down on workers’ comp costs is by getting injured workers back on the job through light duty. But can a light-duty position be 387 miles away? And can an employee be denied comp benefits if he refuses such an offer?
If an injured worker is under medical restrictions but refuses light duty work that they’re capable of performing, they’re typically denied continued benefits. But sometimes conflicting medical opinions can cause complications in this matter. For example, in Cromartie v. Goodyear Tire & Rubber Co., an injured worker was placed on different restrictions by several different […]
Some experts advise companies to make light-duty tasks for injured workers tedious to help motivate the employees to return to their regular tasks. It appears this injured worker’s light duty was so boring that she fell asleep on the job.
An employee on light duty was fired when the company owner thought he was goofing off. The employee filed a lawsuit charging this was retaliation after he filed a workers’ comp claim. This case brought about a major change in workers’ comp law.
If an injured worker who is on light duty breaks a company rule, can you fire him without incurring extra workers’ compensation costs?
An injured worker refused a light duty job offer because it interfered with caring for her disabled granddaughter. Did the worker receive workers’ comp benefits? Bridget Moss suffered a knee sprain at work. Two weeks later, Moss was released to return to work with restrictions. Ryan Alternative Staffing offered Moss a light duty job within […]
Heart attacks can be covered by workers’ compensation insurance depending on the circumstances. Witness and expert medical testimony swayed the court in this case.
An employee was injured at work and received medical treatment and temporary total disability (TTD) benefits. Did a video disqualify her from future benefits? Lisa Forren was a registered nurse for Greenbriar Valley Med Center in West Virginia. Forren injured her right shoulder while positioning a patient. Months after the injury, her doctor evaluated her. […]
Action recently taken by the U.S. Equal Employment Opportunity Commission (EEOC) changes when companies have to extend light duty work to pregnant workers. An important consideration: whether light duty is extended to injured workers.
A worker was injured on the job and received workers’ comp benefits. While she was on light duty, she was fired for allegedly posting a threat about her supervisor on Facebook. The worker says, despite her firing, her workers’ comp benefits should continue. Her employer disagrees. How did a court rule?
SAFETY TRAINING KITS
Get up to date with our Safety Training Kits.