{"id":165,"date":"2010-04-05T08:57:00","date_gmt":"2010-04-05T08:57:00","guid":{"rendered":"https:\/\/jhwlawoffice.com\/nevada-workers-comp-law-blog\/?p=165"},"modified":"2019-11-26T04:34:06","modified_gmt":"2019-11-26T04:34:06","slug":"more-about-light-duty-work","status":"publish","type":"post","link":"https:\/\/jhwlawoffice.com\/nevada-workers-comp-law-blog\/2010\/04\/articles\/claims\/light-duty\/more-about-light-duty-work\/","title":{"rendered":"More about light duty work"},"content":{"rendered":"

There are two types of light duty for injured workers in Nevada:\u00a0\u00a0temporary light duty, and permanent light duty.\u00a0The rules are different for each type of light duty.<\/p>\n

Temporary light duty is light duty work offered by the employer while the injured worker is still undergoing treatment with a doctor.\u00a0Permanent light duty is a job offered by the employer after the treating physician gives the injured worker final work restrictions.<\/p>\n

Each time the employee visits the treating doctor, he should receive a physician progress report (PPR).\u00a0\u00a0 The doctor writes what the temporary work restrictions are at the bottom of that PPR.\u00a0The injured worker is responsible for taking a copy of the PPR to his employer and asking whether the employer will be offering light duty work that accommodates those restrictions.\u00a0If not, the injured worker receives temporary total disability benefits from the insurer.<\/p>\n

The employer may or may not want to offer temporary or permanent light duty work.\u00a0If temporary light duty work is offered, the employer should send a written confirmation to the employee within 10 days, but most employers don\u2019t do this.\u00a0If the temporary light duty work consists of work within the same classification as the pre-accident employment, the employee\u2019s hourly wage should remain the same. \u00a0If the light duty work is in a different job classification, the employer may pay only 80% of the injured worker\u2019s pre-accident gross wages.<\/p>\n

\"LIGHT-DUTY1\"<\/span><\/p>\n

The rules regarding permanent light duty are much stricter.\u00a0A permanent light duty job offer must be in writing, it must allow the injured worker 7 days to respond, and the employer must intend for the job to be a permanent position.\u00a0The work must not be demeaning or degrading, and it must be approved by the treating doctor.\u00a0If the employer does not offer a permanent light duty job within 30 days of receiving a copy of the injured worker\u2019s permanent work restrictions, the employee is referred<\/p>\n","protected":false},"excerpt":{"rendered":"

There are two types of light duty for injured workers in Nevada:\u00a0\u00a0temporary light duty, and permanent light duty.\u00a0The rules are different for each type of light duty. Temporary light duty is light duty work offered by the employer while the injured worker is still undergoing treatment with a doctor.\u00a0Permanent light duty is a job offered … Continue reading More about light duty work<\/span> →<\/span><\/a><\/p>\n","protected":false},"author":2,"featured_media":0,"comment_status":"open","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"footnotes":""},"categories":[78],"tags":[303],"class_list":["post-165","post","type-post","status-publish","format-standard","hentry","category-light-duty","tag-light-duty"],"acf":[],"aioseo_notices":[],"post_mailing_queue_ids":[],"_links":{"self":[{"href":"https:\/\/jhwlawoffice.com\/nevada-workers-comp-law-blog\/wp-json\/wp\/v2\/posts\/165","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/jhwlawoffice.com\/nevada-workers-comp-law-blog\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/jhwlawoffice.com\/nevada-workers-comp-law-blog\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/jhwlawoffice.com\/nevada-workers-comp-law-blog\/wp-json\/wp\/v2\/users\/2"}],"replies":[{"embeddable":true,"href":"https:\/\/jhwlawoffice.com\/nevada-workers-comp-law-blog\/wp-json\/wp\/v2\/comments?post=165"}],"version-history":[{"count":6,"href":"https:\/\/jhwlawoffice.com\/nevada-workers-comp-law-blog\/wp-json\/wp\/v2\/posts\/165\/revisions"}],"predecessor-version":[{"id":1510,"href":"https:\/\/jhwlawoffice.com\/nevada-workers-comp-law-blog\/wp-json\/wp\/v2\/posts\/165\/revisions\/1510"}],"wp:attachment":[{"href":"https:\/\/jhwlawoffice.com\/nevada-workers-comp-law-blog\/wp-json\/wp\/v2\/media?parent=165"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/jhwlawoffice.com\/nevada-workers-comp-law-blog\/wp-json\/wp\/v2\/categories?post=165"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/jhwlawoffice.com\/nevada-workers-comp-law-blog\/wp-json\/wp\/v2\/tags?post=165"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}