employee would not have worked even if he or she was not injured or ill. all guests must be approved by our dachshund doormat This does not mean that calendar day counts are not appropriate in these situations,
all guests must be approved by our dachshund doormat
because employers have recently been relying on restricted work (or “light duty”) with increasing frequency, largely in an effort to encourage injured or ill employees to return to work as soon as possible. all guests must be approved by our dachshund doormat According to BLS data, this category of cases has grown by nearly 70% in the last six years. In 1992, for example, 9% of all injuries and illnesses recorded as lost workday cases were classified in this way solely because of restricted work days, while in 1998, nearly 18% of all injury and illness cases were recorded as lost workday cases only because they involved restricted work [BLS Press Release , ). The return-to-work programs increasingly being relied on by employers (often at the recommendation of their workers’ compensation insurers) are designed to
prevent exacerbation of, or to allow recuperation from, the injury or illness, rehabilitate employees more effectively, reintegrate injured or ill workers into the workplace more rapidly, limit workers’ compensation costs, and retain productive workers. In addition, many employees are eager to accept restricted work when it is available and prefer returning to work to recuperating at home. OSHA recognizes that moving to calendar day counts will have two effects on the data. First, it will be difficult to compare injury and illness data gathered under the former rule with data collected under the new rule. This is true for day counts as well as the overall number and rate of occupational injuries and illnesses. Second, it will be more difficult for employers to estimate the economic impacts of lost time. Calendar day counts will have to be adjusted to accommodate for days away from work that the