I was hesitant to make this thread as this topic has been somewhat covered in other threads, however after some review it seems this case might be a bit different, given the context. Thought about posting this is the TL/ETL forum, but figured this one might be more apt.
And for the record, getting company workman's comp approval for DR recommended treatment is a real battle.
Is anyone familiar with short term disability and or medical LOA due to a work-related injury? It seems like every post I have read on the forums regarding these topics has been related to injuries sustained while NOT at work. Was injured on the job, out for a few days and now currently on light duty. After the second and latest followup (which actually shows things getting worse), its becoming very clear that I can't perform the core roles for my position. I tried going by light duty, but frankly its not working out in terms of my ability to perform and in holding to doctors orders. If I held to physicians workability form 100% as written, there is nothing I can do in the store that would be in accordance with the doctors orders, short of possibly cashiering for 4 hour shifts (no bending, crouching, lifting, twisting torso,walking/standing for more than 4 hours at a time, the works).
I have been reading up on the ADA, and litigation with the company in regards to said act and disability claims. From my non legal-professional analysis of several TM V Target Corp cases and appeals, it would appear that prescient and the law are on my side. I like my job and the people I work with, and even a few of the ones I work for, and I loath the idea of dropping case reference in my persuit of keeping my income while NOT injuring myself further by doing my normal routines. All of that aside, I am clueless to the workings of STD and medical loa. From others experiences here, it would seem that medical loa and STD offer something along the lines of 50-60% of normal pay. Does being a team lead change the situation? If I were to do 4 hr days of cashiering, would not keeping up with fulltime hours conflict with my status as team lead? If i was doing those reduced capacity and hours shifts, is it possible to combine greatly reduced hours and STD to match my normal 40hr week pay as if I was not injured? Cutting income is sadly so small of an option that I would consider having my workability re-evaluated so I could at least keep 30hr weeks.
This is all very confusing and I have yet to find examples on here fitting my case. TGTPayandBenefits, united health and other related websites have proven completely useless in providing more information. I know the obvious answer is to speak to store HR, but frankly we have professional and personal differences of opinion, so I would like to have my information and expectations set prior to having this conversation in order to keep it short and on to the point. Hope someone can shed some light on the situation for me, what to expect and such. I know I could call TMSC, but frankly the idea of being routed half a world away to ask questions about a local problem irritates me to no end.
Thoughts?
And for the record, getting company workman's comp approval for DR recommended treatment is a real battle.
Is anyone familiar with short term disability and or medical LOA due to a work-related injury? It seems like every post I have read on the forums regarding these topics has been related to injuries sustained while NOT at work. Was injured on the job, out for a few days and now currently on light duty. After the second and latest followup (which actually shows things getting worse), its becoming very clear that I can't perform the core roles for my position. I tried going by light duty, but frankly its not working out in terms of my ability to perform and in holding to doctors orders. If I held to physicians workability form 100% as written, there is nothing I can do in the store that would be in accordance with the doctors orders, short of possibly cashiering for 4 hour shifts (no bending, crouching, lifting, twisting torso,walking/standing for more than 4 hours at a time, the works).
I have been reading up on the ADA, and litigation with the company in regards to said act and disability claims. From my non legal-professional analysis of several TM V Target Corp cases and appeals, it would appear that prescient and the law are on my side. I like my job and the people I work with, and even a few of the ones I work for, and I loath the idea of dropping case reference in my persuit of keeping my income while NOT injuring myself further by doing my normal routines. All of that aside, I am clueless to the workings of STD and medical loa. From others experiences here, it would seem that medical loa and STD offer something along the lines of 50-60% of normal pay. Does being a team lead change the situation? If I were to do 4 hr days of cashiering, would not keeping up with fulltime hours conflict with my status as team lead? If i was doing those reduced capacity and hours shifts, is it possible to combine greatly reduced hours and STD to match my normal 40hr week pay as if I was not injured? Cutting income is sadly so small of an option that I would consider having my workability re-evaluated so I could at least keep 30hr weeks.
This is all very confusing and I have yet to find examples on here fitting my case. TGTPayandBenefits, united health and other related websites have proven completely useless in providing more information. I know the obvious answer is to speak to store HR, but frankly we have professional and personal differences of opinion, so I would like to have my information and expectations set prior to having this conversation in order to keep it short and on to the point. Hope someone can shed some light on the situation for me, what to expect and such. I know I could call TMSC, but frankly the idea of being routed half a world away to ask questions about a local problem irritates me to no end.
Thoughts?
