Guest guest Posted September 6, 2007 Report Share Posted September 6, 2007 Hi Deb, I am a doctor and the head of a division. I can tell you from an employer point of view that I often have employees who cannot perform a task because of various medical issues and we are required to do our best to accomodate the employee. We have re-outfitted work stations, put limits on repetitive actions, etc. What I am held to is the the recommendations of the doctor who reports to our HR. Without doctor recommendations it is difficult to provide adequate work-arounds and leaves me open to legal liability. I ask the employee to see someone in HR and get documentation of limitations and recommendations for restrictions. If I allow them to do the duties they have been restricted from -- I'm the one in trouble (that can be a problem sometimes, people want to go ahead and do it anyway). You have a bit of a different circumstance in that the duty does not worsen your condition, but that your condition causes you to have difficulty performing the duty (must be able to feel the pulse to know the location of the artery to be able to hit it with a needle). I think that this difference is slight and you should see someone in HR or your employee health and establish work restrictions. From a patient care point of view, it's not in the patient's best interests to have someone drawing their gasses who has a hard time feeling for the pulse. If I were your employer, I would certainly want to know that. Quote Link to comment Share on other sites More sharing options...
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