Dr. is no help!

An ee who has been out for 6 months is now (per the doctor) able to return to work. His first letter said she would require a wheelchair. We asked for further clarification as to how much standing she could do and he wrote back "the patient's ambulatory status will depend on the condition of her foot on a day by day basis. Limited ambulation will depend if her foot is swollen and if so, how bad. Other than that, she should have no problem with ambulation". So where in your opinions does that leave us the employer? I still say it is unclear whether or not she can do her job! Your thoughts please.
Comments
Disclaimer: This message is not intended to offend or attack. It is posted as personal opinion. If you find yourself offended or uncomfortable, email me and let me know why.
Regardless, send a copy of the job description to the doctor and a note simply asking, "Can the employee do this job or not?"
I think the ADA issue needs more info, however. Even if the wheelchair situation isn't permanent, in some long term situations, some venues have held that ADA accommodation is relevant. Again, however, I don't like using terms like "accommodation" when dealing with the employee, even when there is a qualifying disability. I would suggest checking on the projected duration of the wheelchair or equivalent need, then review the job description. If she normally primarily sits and there is no essential function that requires her to stand (lift, etc.), allow her to do so and make accommodations to allow her access to her computer, phone, etc. (For us in one situation, this meant cement blocks and that was all.) If these suggestions don't fit, see if you have another job she might want to apply for or you might have to terminate.
My $0.02 worth.......
The Balloonman
Appearing Mondays in July at the Leawood Town Center Plaza free Music Mondays!
Disclaimer: This message is not intended to offend or attack. It is posted as personal opinion. If you find yourself offended or uncomfortable, email me and let me know why.
Hey DJ, that Leawood Center is a great place for that gig. Do you have glass fishbowl set up for tips and business cards for private parties?
Just wondering how one goes about marketing the balloon business.
I do some balloons that just blow people away so literally I have been hired because they have seen the octopuss or dog that I make.....pretty cool.....
Good music, great venue....
My $0.02 worth
The Balloonman
PORK
It sounds like the doctor is not interested in being more specific. I wouldn't spend any more time on that. Tell the employee that the doctor issued a conditional release, and that is not enough. Then follow your policy for additional leave or termination. If she thinks she can do more, then it is up to her to go back to the doctor and talk him into a full release. (Which will create a whole new batch of concerns if she does, but not likely to happen.)
I would write a letter to this employee including, in part, the following:
"Despite our continued efforts to get from Doctor (whoever) a definitive response as to your ability or inability to return to work at XYZ and perform the normal, required duties of your job as (job title), such information has not been forthcoming. We therefore are unable to conclude that you can perform the duties of the job you held when you left on medical leave.
"Our policy and practice requires that any employee wishing to return from medical leave of absence present to the company a definitive statement from their physician stating the conditions under which they can or cannot return to full, unrestricted duty.
"Your physician, after our several attempts to gain such information, has offered us nothing substantial upon which we can evaluate your ability to perform the duties of the job you held when you began your medical leave of absence.
"Accordingly, your employment with ABC is terminated effective (date)."
This letter serves these purposes: It establishes what you requested, what you received, what you attempted subsequently to get, what was not provided, what is needed and what your decision is.
The value of this letter is not so much to inform her as it is to provide a document from which you can testify in a hearing of whatever type in the future.
Disclaimer: This message is not intended to offend or attack. It is posted as personal opinion. If you find yourself offended or uncomfortable, email me and let me know why.