Q. An employee told us he has a bad hernia. He wants to wait a couple of months to have an operation, since the surgery requires a six-week recovery period. He does some lifting in his job. Yesterday, he went home early because he was in pain. Now that we are aware of his condition, what’s our liability? And what should we do?
A. First, you should report the injury to your workers’ compensation carrier. Second, the employee has provided sufficient information to place you on notice that he may have an injury that qualifies as a serious health condition under the . In addition, he may qualify for short-term disability (STD).
You should provide the employee with information about your FMLA and STD policies, and follow the procedures (for example, getting medical certification) to determine whether the employee qualifies for such leave.
If the medical certification suggests that there is any urgency to having the surgery, you should permit the employee to take leave without waiting a couple of months. In addition, the employee may qualify for to cover days when pain prevents him from working.
Finally, you should also consider whether the employer has a disability under the ADA. If so, you may have an obligation to reasonably accommodate the employee by, for instance, not requiring him to lift anything heavy.
Note: Temporary conditions are not considered disabilities—so if surgery can correct the employee’s hernia, it is probably not a disability.
- Hazleton's illegal-immigrant law overturned: Federal law prevails--for now
- New FMLA regs in effect: Update your military leave policy
- Working during FMLA leave: Should we stop it?
- Cutting an employee's pay is perfectly legal, but first review his potential for a bias lawsuit
- FMLA notwithstanding, it's OK to consider attendance in RIF