The document discusses light duty programs that employers use to help temporarily disabled employees gradually return to work. The goals of light duty programs are to prevent disengagement from work and help employees easily transition back to full duties once recovered. While participation is voluntary, time spent in light duty does not reduce family medical leave benefits. Employers must also consider providing reasonable accommodations under the Americans with Disabilities Act.

1. Toll Free: 877.880.4477
Phone: 281.880.6525
Helping Temporarily Disabled
Employees Return to Work
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2. The goal of light duty programs isn't to squeeze every last ounce of
productivity from your workers. Assuming they are healthy enough, the goal
is to prevent them from disengaging entirely from work. An unfortunate side
effect of temporary disability is that it can sometimes retard the individual's
ability to get back in the swing of things once they are fully back on their feet
again.
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Employee participation in light duty
programs is voluntary. If an employee
has sought leave for a serious condition
under the Family and Medical Leave
Act(FMLA), for example, an existing
light duty program does not prevent
the employee from taking full leave.
Also, if an employee decides to
participate in a light duty program, time
spent in that program does not reduce
the employee's FMLA leave quota.

3. Worksite Injuries and the ADA
What does it mean when an employee is "regarded as" having an injury that
limits his or her abilities on the job?
The EEOC issued a notice* giving its views on this and other aspects of
employee protection under the ADA. Here is an excerpt from that notice.
Question: When does a person with an occupational injury have a disability
under the "regarded as" portion of the ADA definition?
Answer: A person with an occupational injury has a disability under the
"regarded as" portion of the ADA definition if he or she has:
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4. 1. An impairment that does not substantially limit a major life activity but is
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treated by an employer as if it were substantially limiting,
2. An impairment that substantially limits a major life activity because of the
attitude of others towards the impairment, or
3. No impairment but is treated as having a substantially limiting impairment.
Example: An employee has an occupational injury that has resulted in a
temporary back impairment that does not substantially limit a major life
activity. However, the employer views her as not being able to lift more than a
few pounds and refuses to allow her to return to her position. The
employer regards her as having an impairment that substantially limits the
major life activity of lifting. The employee has a disability as defined by the
ADA.
*EEOC issued notice No. 915.002

5. Participation Incentives
However, if you create a light duty job compatible with the employee's
performance restrictions, then offer it to the employee and he or she
declines to accept it, FMLA guidelines do allow you to curtail the employee's
existing paid time off benefits.
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6. If you don't have a light duty program, an employee who is on temporary
disability leave might ask you to create such a program. In general, you are
under no obligation to do so. The exception to this might be if there is a need
to offer a "reasonable accommodation" for a disabled employee pursuant to
the Americans with Disabilities Act (ADA). You might also face that
requirement with respect to pregnant employees. If you do create a light
duty program, however, you can impose a limit on the duration of an
employee's participation.
Regarding pregnant employees, earlier this year the Equal Employment
Opportunity Commission (EEOC) issued new guidelines under the Pregnancy
Discrimination Act. For the first time, the EEOC took the view that employers
must offer pregnant employees temporary light duty assignments with work
restrictions if they have the same policy for non-pregnant employees.
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»

7. Work-Related Requirement?
One important unsettled question regarding light duty programs is this: Can
you limit these programs to employees who have temporary disabilities
which resulted from work-related accidents?
The EEOC has maintained that employers cannot limit light duty programs to
work-related injury cases, but that position hasn't been sustained in all legal
jurisdictions.
However, whether or not the disabling condition is work-related, employers
are still obliged to make "reasonable accommodations" to employees who
qualify under the ADA. (See right-hand box for the relationship between
workplace injuries and the ADA.) If you are persuaded that light duty, return-to-
full capacity programs just make business sense, you would have no
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reason to limit them.

8. Following are some key tips and insights about light duty, return-to-work
programs:
• Program duration: These are supposed to be temporary, and you can set
time limits. Leave yourself some flexibility by stating that the program
ordinarily does not last longer than a specified time period, but that in
some circumstances an extension might be possible.
• Have a detailed plan: Before allowing an employee into a light duty plan,
be sure you have laid out a set of milestones that will keep the employee
on track to resume all the duties of his or her former position.
• Don't outsource everything: Group disability insurance carriers generally
have their own return-to-work programs and will take charge of
everything if you let them. It's better to stay involved and agree at the
outset on a logical set of shared responsibilities.
• Work closely with the medical team: The employee's physician can
provide critical input in designing the light duty program. But be sure the
physician has a clear understanding of the precise nature of the demands
of the job.
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9. 14550 Torrey Chase Blvd., Ste. 360 Houston, TX 77014 USA
Toll Free
Phone
Fax
:
:
:
877.880.4477
281.880.6525
281.866.9426
E-mail : info@hrp.net
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10. 14550 Torrey Chase Blvd., Ste. 360 Houston, TX 77014 USA
Toll Free
Phone
Fax
:
:
:
877.880.4477
281.880.6525
281.866.9426
E-mail : info@hrp.net
www.hrp.net