Question

An employee is ready to return to work with restrictions lasting 8 months specified by his doctor. The employer

A. Must make a job available that matches the restrictions for the entire 8 months.
B. Must pay the employee at the old earnings rate even though the restrictions mean working at a lower-paid level.
C. Must give up to a full year of restricted-duty assignment to any worker injured on the job.
D. Must determine whether it is possible to keep the employee working with restrictions for that long a period. If not, the employer may choose not to return the employee to work.

Answer 1

An employer must determine if they can accommodate an employee's medical restrictions upon return to work.

If not feasible, the employer may decide against reinstating the employee. Labor market regulations also play a role in such employment decisions.

Step-by-step explanation:

The student's question pertains to the rights and obligations of employers when dealing with employees returning to work with medical restrictions.

The correct response, in this case, is that an employer must determine whether it is feasible to provide work that accommodates the employee's restrictions and if not, the employer may legitimately decide not to return the employee to work.

During a trial or probationary period, employers often have much more flexibility in dismissing employees without the obligations that come with longer-term employment.

In many European countries, however, the situation is different with extensive notice periods and severance packages that need to be considered. These rules can influence hiring decisions and the treatment of employees returning from injury or illness.

It is crucial for employers to carefully assess their capacity to accommodate restricted-duty assignments, considering labor market regulations and the particular needs and rights of the employee in the context of the business.