Can an employee refuse light duty work?

Can an employee refuse light duty work?

You cannot discipline or terminate an employee for refusing light-duty work when the absence is protected under the FMLA. This doesn’t mean, however, that the employee’s refusal is without consequences. The employee’s refusal to accept a light-duty offer will usually result in a loss of workers’ compensation payments.

How long can an employee be on modified duty?

The date the Employee fails to take a required medical examination, without good cause. Maximum Assignment Period: For full-time employees, no Modified Duty assignment may last for a cumulative period exceeding 1,560 work hours excluding any hours charged to over-time on on-call pay.

When would modified duties be offered?

This is where modified duties come in: If the worker is unable to immediately return to their original job, providing modified duties will help them recover, contribute to valuable work and reduce or eliminate the claims costs associated with lost time from work.

What is considered modified work?

Modified work or light duty is a job with the same employer with fewer physical demands. It allows an injured worker to keep working while he or she recovers from an injury.

Can you fire someone on modified duty?

An injured worker on modified duty must be very careful to not give an employer any reason to terminate him “for cause” while at the same time not perform work that is beyond their restrictions or capacity due to injury.

Can WSIB force you back to work?

You are obligated to re-employ your injured or ill employee when you are notified that they are now medically able to perform: the essential duties of their pre-injury job, or. suitable construction work, or. suitable non-construction work.

How long can you stay on light duty?

How Long Does Light Duty Last? Light duty is a temporary work assignment and as such is limited. The number of days of light duty is decided by the department. Temporary work does not normally extend beyond 90 days.