Medical Information

Multiple Choice

A worker tells her supervisor that because of her disability, she needs to attend medical appointments every Wednesday morning for the next month.

The worker requests flexible hours for 4 weeks in order to attend the appointments and complete her scheduled work.

What should we do?

• Take the request in good faith and provide the accommodation.

• Nothing. There is no medical therefore there is no duty to accommodate.

• Fire them because you know this is just the first on a long list of demands.

Multiple Choice

A hospital worker had extensive wrist and hand surgery. After a period of rehabilitation and accommodated work, the doctor provided a hand written note that stated that the worker could return to "full, unrestricted duties".

The employer is concerned that the worker will not be able to lift patients.  What should we do?

• Put them in a part time position elsewhere in the facility and forget they are there.

• Send the worker for an independent medical exam that includes a complete physical and mental health review 

• Keep the worker on accommodated duties while waiting for more detailed functional abilities from the doctor.

Multiple Choice

A worker is accommodated with alternate work within their restrictions while being treated for a injury.

The supervisor notices that they are making repeated mistakes, seem drowsy and cannot seem to focus on the accommodated work. What should we do?

• Ignore it, the alternate work is not safety sensitive and it doesn't matter.

• Ask the worker for updated functional abilities from their doctor because the current restrictions appear to be inaccurate or inadequate.

• Ask their co-workers if they know what's going on.

​REMEMBER!

​Organizations are not expected to diagnose illness or "second-guess" the health status of a worker.

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An employer is not entitled to substitute its own opinion for that of medical information provided by a doctor.