Light Duty or Not to Light Duty: That Is the Question

EMS organizations are finding it increasingly difficult to navigate the laws surrounding workers’ compensation, Family & Medical Leave Act (FMLA), Pregnancy Discrimination Act (PDA), and the Americans with Disabilities Act (ADA) when it comes to providing light or alternative duty assignments. Traditionally, EMS organizations have employed light or alternative duty as a strategy for controlling work-related injury costs. Recent developments in the law have changed an employer’s obligation to furnish light duty assignments to employees with non-work-related injuries and/or pregnancy-related medical restrictions.

This session is intended to provide attendees with a road map that they can reference when navigating the confusing interplay between the numerous laws impacted when employees have work-related or non-work-related medical conditions. More specifically, this session will cover case scenarios that highlight when an employer must accommodate light-duty requests. The session will also discuss common missteps employers make that lead to regulatory or civil exposure. Lastly, we will make recommendations on how employers can structure a light-duty program that legally meets the organizational goals.

Compliance EMS Quick Takes Human Resources