Can your employer clear you for work after a job-related injury?

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Can your employer clear you for work after a job-related injury?

You may have heard discussions about the benefits of workers’ compensation, how to go about getting the most of your coverage and how to approach a situation where you have been injured in a job-related incident. However, there is rarely much talk about what happens after you have been given compensation and are undergoing recovery in California. Where do you go from here? Will you be able to return to work? Is your employer obligated to re-hire you and allow you to resume your previous responsibilities?

The answer is interesting. Often, it takes a lot of time and adherence to many procedural standards as your employer conducts a thorough analysis into your accident. They will determine whether or not you are eligible for compensation and will designate how much will be received and over what period of time. If your injury requires you to undergo physical therapy, rehabilitation or counseling, they will usually contribute in arranging these services so long as they are in network with what is provided.

According to Chron, there are two primary types of workplace injuries: medical only injuries and lost-time injuries. The latter refers to more severe incidents where you are temporarily out of work. Depending on the time that lapses, your job may be reassigned to another employee. If you have suffered a medical only injury, it will probably not affect your ability to continue working. Whether or not you are eligible to resume your responsibilities is a decision that will be carefully made by your employer and your health care provider. An assessment may be performed to give you a chance to demonstrate that your condition will not affect your ability to perform your job duties safely and effectively. If you are not allowed to return to work at all, you may be given the option to assume employment elsewhere.

The information in this article is intended for educational purposes only and should not be taken as legal advice.

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