Have you ever experienced the frustration of being injured at work and then being asked to come into the office, only to sit there and do nothing? It can feel like a waste of time and energy, not to mention the added discomfort and pain of working while injured. But why is your employer having you come to work and just sit there? In this article, we will explore the possible reasons behind this practice and discuss the implications it has on both the injured employee and the employer.
Why is Your Employer Wanting You to go Back to Work?
Short answer: because they can.
Long answer: many employers and insurance adjusters are obsessed with the idea that injured workers are slackers who want to sit home and watch daytime television. We’ve met about three such workers and thousands who just wanted to get better and back to work they could safely do without further injuring themselves or their co-workers.
Prior to 2011 an injured worker could only be required to perform a real job – one which could be offered to anyone – while they were recovering from an injury. With a little lobbying from the big business and insurance companies, Gov. Pat McCrory initiated a massive overhaul of the workers compensation system, which, among other things, required that injured workers remain on their company’s premises if so requested.
Honestly, we have a hard time seeing the point of this… if your employer is paying workers’ compensation insurance premiums in order to compensate you while you cannot do your job why should they want to bring you to the office or plant, plop you in a chair, and pay you full pay for sitting around doing nothing. Nevertheless, it’s the new law.
How Does this Practice Affect Injured Employees and Their Recovery Process?
Having injured employees come to work and just sit there can have a detrimental effect on their recovery process. Firstly, it can prolong the healing time of their injuries. When employees are required to sit at work without being able to perform their regular duties, they are not giving their bodies the rest and recovery time they need. This can lead to a slower healing process and potentially worsen their injuries.
Secondly, this practice can have a negative impact on the mental and emotional well-being of injured employees. Being forced to come to work and not being able to contribute or be productive can be frustrating and demoralizing. It can lead to feelings of uselessness and decrease their motivation to recover quickly.
Additionally, sitting at work without any meaningful tasks can also lead to boredom and increased stress levels. Injured employees may feel isolated and disconnected from their colleagues, which can further affect their overall well-being.
Are There Any Alternative Options for Injured Employees in Such Situations?
In situations where an employee is injured and unable to perform their regular duties at work, it can be frustrating and demotivating to be asked to come to work and just sit there. However, there are alternative options that employers can consider to better support their injured employees during this time.
One alternative option is to provide the injured employee with modified or alternative work tasks that can still be performed within their physical limitations. This could involve assigning administrative or clerical tasks that do not require physical exertion. By doing so, the employee can continue to contribute to the organization and feel productive, rather than just sitting idle.
Another option is to explore temporary work-from-home arrangements for the injured employee. Depending on the nature of their job and the availability of technology, it may be possible for the employee to work remotely, completing tasks that can be done from a computer or phone. This can help maintain their productivity while allowing them to recover from their injury in a more comfortable environment.
Additionally, employers may consider offering flexible work hours or reduced hours for injured employees. By adjusting the employee’s schedule, they can accommodate their medical appointments or therapy sessions while still allowing them to contribute to the organization. This can also help the injured employee manage their recovery process more effectively.
