The Ohio Supreme Court affirmed in part and reversed in part the Court of Appeals decision, determining that evidence supported the Industrial Commission's finding that the claimant was medically able to perform the light-duty job offered, but remanding for the Commission to determine in the first instance whether the employer made the job offer in good faith.
Excerpt
Workers' compensation—Temporary-total-disability compensation—Court of appeals correctly determined that some evidence in record supported Industrial Commission's finding that claimant was medically able to perform light-duty job that employer made available to him—Court of appeals erred in determining whether job was objectively offered in good faith and in issuing writ of mandamus on that basis ordering commission to grant claimant's request or hold new hearing—Court of appeals' judgment affirmed in part and reversed in part and limited writ issued ordering commission to determine whether employer offered light-duty job in good faith and to issue new order.
What This Ruling Means
**Ohio Supreme Court Rules on Worker's Compensation and Light-Duty Work**
This case involved a worker injured at Aluminum Company of America (Alcoa) who was receiving temporary total disability benefits through workers' compensation. The dispute centered on whether the worker had to accept a light-duty job that Alcoa offered him, which would have reduced his benefits.
The Ohio Supreme Court made a split decision. The court agreed with lower courts that medical evidence showed the injured worker was physically capable of performing the light-duty position Alcoa offered. However, the court said the lower court made an error when it decided whether Alcoa made this job offer in "good faith" - meaning whether the company was genuinely trying to help the worker return to work or just trying to cut off his benefits.
**What this means for workers:** If you're injured and collecting workers' compensation, your employer may offer you modified work duties. You can potentially be required to take these jobs if you're medically cleared to do them. However, employers must make these offers genuinely and in good faith, not as a way to unfairly terminate your benefits. The specific details of each job offer matter significantly.
This summary was generated to explain the ruling in plain English and is not legal advice.
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