11 Employer FAQs (No. 5): Is there any difference between light duty and reasonable accommodation?

Constangy, Brooks, Smith & Prophete, LLP
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Over the next 7 business days, I'll have a series of short posts addressing common questions that employers have about the law. If there is an "FAQ" that you would like for me to address, please let me know in the comments box.

I may also have more in-depth postings as circumstances warrant.

Employer FAQ No. 5: Is there any difference between light duty and reasonable accommodation?

Most of the time, yes. Light duty is usually given in the context of a workers' compensation injury. It's often "make work" and provided to facilitate recovery, and it's usually offered for a finite period of time. Most importantly, it's completely optional for the employer (although workers' comp carriers don't see it that way).

Reasonable accommodation is required under the Americans with Disabilities Act to allow an individual with a disability to perform the essential functions of the job. It should be "real work with adjustments."

Please see full article below for more information.

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