The case study “Firefighter with Back Injury Offered Light Duty in Police Department” shows an incidence of accommodation and compensation for firefighters, who may, for one reason or another, be unable to perform essential functions at work. The case is between Pflanz and City of Cincinnati. The complainant files a discrimination charge because the defendant failed to accommodate him for his back problems that were attained in his line of duty. The complainant lost to the defendant because he did not meet all the criteria succeed the failure to accommodate; be disabled, employer awareness, and could perform essential functions even with a disability. Upon appeals, summary judgment was properly granted for the city on the failure-to-accommodate claim.
Consequently, it has become critical for both employers and employees to discuss issues pertaining reasonable accommodation for fair treatment of both parties. Injury is inevitable at work; thus, measures to counter the resulting problems are critical (Gostin & Wiley, 2016). Discussions are also critical for the development of policies and identification of all possible light duties. Moreover, it will make employers know their responsibilities while employees will understand their rights to reasonable accommodation. The measure is critical for individuals to exercise duties and obligations meeting the American with Disability Act (ADA). Reasonable accommodation requires that employers provide similar benefits and privileges to for employees with and without disability (Novak, 2015). Further, discussions will enlighten individuals on when they can request for reasonable accommodation.
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Employees are entitled to light duty program as long as they can perform essential functions at work. Additionally, light duty programs boost the morale of employees and are efficient as opposed to injury leaves (Jetha et al., 2016). Importantly, light duty programs should have a time limit as lengthy periods will harm employers as they will be paying employees the same amount of salaries. Companies that can afford extended light duty programs can offer the same. Upon elapse of time allocated for the light-duty program, employees should return to work, otherwise, leave department or take disability retirement based on their condition.
References
Gostin, L. O., & Wiley, L. F. (2016). Public health law: power, duty, restraint . Univ of California Press.
Jetha, A., Pransky, G., Fish, J., & Hettinger, L. J. (2016). Return-to-Work within a complex and Dynamic organizational work disability system. Journal of occupational rehabilitation , 26 (3), 276-285.
Novak, J. (2015). Raising expectations for US youth with disabilities: Federal disability policy advances integrated employment. CEPS Journal: Center for Educational Policy Studies Journal , 5 (1), 91.
