Key takeaways
A light-duty dispute is easiest to evaluate when the written job offer is placed beside the current medical restrictions.
Records to put together
- Written light-duty offer
- Current restrictions
- Actual task description
- Pay/hours and employer communications
Questions to verify
- Does each offered task fit the restrictions?
- Are hours or wages changing?
- What happens if the worker cannot perform an offered task?
- What process addresses a disputed job offer?
Important caution
Do not reject or accept modified work based only on a verbal description when written terms can be obtained.
When a lawyer consultation may help
- A deadline, hearing, denial, or benefit change is close or disputed.
- The medical evidence and the insurer/employer position conflict.
- Permanent restrictions, settlement, third-party liability, employment status, or retaliation may affect the file.
Before relying on a general answer
Match the issue to the newest written notice, current medical restriction, payment history, and the rules of the state or federal program handling the claim. A useful consultation question names the document, the disputed point, and the decision or deadline that needs to be verified.