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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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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Workers’ Compensation Questions & Answers
Frequently Asked Workers’ Compensation Questions
Q: I’ve Been in an Accident at Work. What’s the First Thing I Should Do?
A: Right after a job-related accident, no matter how minor it may seem, you should immediately report your injury to your supervisor and make sure that a written record is made. Once you report the injury, seek medical assistance as soon as possible to learn how severe the injury is and get treatment. Both these two steps are crucial for your claim. If you fail to report the accident to your supervisor as soon as possible, your claim may be denied.
Q: Is There a Statute of Limitations for Workers’ Compensation Cases?
A: Under Pennsylvania law, a notice of any injury suffered while on the job must be provided to a supervisor at your place of employment within 120 days of the date of injury. […]
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