This can be attributed to the fact that their self esteem improves because they feel productive, or they benefit from the social aspects of time spent with co workers, or their personal routine remains relatively unchanged.Regardless, injured employees who are allowed to return to work as soon as possible heal quicker. The EEOC says Fed Ex also refused to provide needed equipment substitutions such as scanners that vibrate instead of beep.

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Accommodating workers video video

Objection #2 – Many employers believe that using modified duty will create morale problems with other employees.

They believe that employees will see a peer performing “light duty” work and view him as getting off easy and not pulling his fair share of the load.

Granted, it does increase management’s workload, but the benefits of using modified duty outweigh this increased workload. No lengthy policy is needed; no forms are required.

It simply takes knowledge of the tasks performed by employees (supervisors should know this in their sleep), a general idea of the physical requirements to perform those tasks and a commitment to cash in on the benefits that modified duty provides.

The obvious conclusion then is to accommodate medically-imposed work restrictions to speed the recovery process.

Workforce Morale Benefit – As stated above, injured employees’ self esteem will improve because they feel productive and when their self esteem improves so does their morale.

The EEOC says Fed Ex Ground employed a significant number of deaf package handlers nationwide but failed to provide needed accommodations.

The lawsuit arose from 19 discrimination charges filed nationwide.

For many employers this appears to be a situation in which they have few to no options; however, there is still an opportunity to control the cost of this workers’ compensation claim, but it requires action on the part of the company.