On the job injuries trigger loads of stress and anxiety on the afflicted and their families. Very few people have the luxury of taking time off of work – the challenge is exacerbated when the medical professional responsible for the particular case affirms the need for certain and specific medical restrictions for MN based employees. These parameters are meant to help, not hurt; and the main objective is the prevention of re-injury.
Such restrictions limit the type and scope of work that the patient can perform and determines when the previously injured is eligible for return to work. Employers must legally be made aware of the situation and are responsible for taking an active role in worker safety moving forward. Managerial responsibilities range from making extensive accommodations on behalf of the returning employee to helping arrange education or training so that individual can eventually find employment elsewhere.
Communication is, of course, paramount. Keeping all parties in the loop and up to date is the employee’s duty. Whenever visiting the doctor, any changes or additional restrictions ought to be immediately relayed to the employer. Accurately portraying injuries to the nurse, practitioner, employer, and insurer saves time while building a consistent medical record throughout the ordeal.
Obligation to medical restrictions for MN employees rest with both the employee and the employer. Whereas employees are expected to respect medically recommended restrictions, employees are encouraged to do their best when performing tasks which are different from which they’ve become accustomed. Remember that no one can be fired because they have work restrictions.