What is Light Duty?
Light duty is temporary work assignments are given to injured employees who are unable to perform their normal job duties because of their injury.
According to the U.S. Department of Labor, light duty work is described as “a temporary work assignment or modification that is less physically demanding than usual job duties, available to employees who are recovering from injuries or illnesses and are unable to perform their regular job duties.” As such, light duty is often used when an employee is recovering from an injury or illness and are unable to perform their regular job functions at full capacity. Light duty assignments are designed to accommodate the employee’s medical restrictions while facilitating their return to work and maintaining productivity.
Light duty is particularly beneficial to injured parties and companies because it allows for employee retention, and ensures companies comply with disability laws. Light duty can include administrative duties, modified tasks, or a flexible schedule. Understanding the purpose and benefits of light duty helps employers and employees navigate workplace accommodations and promote a safe and inclusive work environment.
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Workers’ Compensation Lawyer for Walmart Warehouse Injuries
Workplace injuries are common, especially in warehouse settings with many moving parts. However, when you are injured at work, you may wonder what rights you have. Even more, you may wonder if the size of the company you are employed with will impact the value of your claim.
Munley Law Personal Injury Attorneys is here for warehouse workers seeking a workers’ compensation lawyer.
Potential Dangers in Walmart Warehouses
From moving machinery, forklifts, ladders, toxic chemicals, and slick floors, warehouses are full of potential dangers for employees. These spaces are often busy, no matter the time of day your shift may be.
While companies both large and small owe a duty of care to their employees to maintain safe working conditions, sometimes accidents occur.
In those cases, employees may need to seek a workers’ compensation claim. Common workplace injuries in Walmart warehouses include:
- Muscle strains/pulls
- Cuts
- Eye injuries
- Contusions
- Sprains
In a study of a Walmart Distribution Center in Mount Crawford, […]
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Workers’ Compensation Lawyer for TJ Maxx Warehouse Injuries
When a workplace injury occurs, you likely are filled with panic of the prospect of lost wages, unpaid medical bills, and the unknown of when and if you can return to work. For TJ Maxx warehouse employees, the physical demands of the position make them susceptible to workplace injury. However, they may not know who to turn to when an accident occurs.
The Munley Law Personal Injury Attorneys workers’ compensation lawyers are ready to represent TJ Maxx warehouse employees in their workers’ comp claims.
Common Workplace Injuries in TJ Maxx Warehouses
Warehouse employees know that the hustle and bustle of these spaces in and of themselves can be dangerous. From forklifts transporting heavy pallets to loud noises and large machinery, accidents occur even to the most trained employee.
However, as time progresses, technology has taken on many roles in manufacturing, […]
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Light Duty and Workers’ Compensation
A workers’ comp lawyer at Munley Law Personal Injury Attorneys explains “light duty” assignment after a work injury
If you get injured at work, your employer may offer you “light duty” as an alternative to being out of work completely. But this can present a host of questions: What is considered light duty? Will accepting an offer of light duty work prevent me from collecting workers’ compensation? Will I be paid the same salary for light duty work?
Often, people have many valid questions concerning their workers’ compensation claim and precisely what it means if a doctor clears them for light duty. If you have questions about how light-duty work will affect your workers’ comp claim in Pennsylvania, you may want to consult with an experienced workers’ comp lawyer.
What is Light Duty Work?
Typically, when an employee is hurt in a work-related accident, […]
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Follow Up: Supreme Court Hears UPS Pregnancy Discrimination Case
Wednesday, the Supreme Court finally issued an opinion on the pregnancy discrimination case brought against UPS, siding in favor of former employee Peggy Young.
At the end of last year, we blogged about Peggy Young, the former UPS driver who brought a pregnancy discrimination lawsuit against United Parcel Service nearly ten years ago. When Young became pregnant with her third child, her doctor advised her that she should not lift more than 20lbs. Because her job duties required her to sometimes lift up to 70lbs, Young requested light duty assignment, which was available for other employees who could not perform their normal job duties due to a work injury, disability, or suspension of their Dept. of Transportation certification. Her request was denied and placed on unpaid medical leave.
Young sued under the Pregnancy Discrimination Act which says, “women affected by pregnancy, childbirth, or related medical conditions shall be treated the same … as other persons not so affected but similar in their ability or inability to work. […]
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Pregnant workers treated worse than drunk drivers? Discrimination case goes to Supreme Court
Workplace discrimination, in one form or another, is, unfortunately, a common occurrence for women in the workforce today. The most recent case to make national headlines involves former United Parcel Service driver Peggy Young, who will take her pregnancy discrimination case to the Supreme Court later this week.
When Young, a resident of Maryland, became pregnant with her third child, she was instructed by her doctor not to lift more than 20 lbs. She requested light duty assignment, as was offered to her company’s employees who had been injured on the job or affected by other types of disability and work restrictions. Young was denied, and placed on unpaid leave. She lost her health benefits and seven months of wages. Young sued her employer for pregnancy discrimination, arguing that she should be eligible for the same accommodations afforded to non-pregnant employees with similar limitations. She lost twice, […]
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