Q: Is light/modified duty a reasonable accommodation?
A: Possibly, yes. If an employer has an established temporary light/modified duty program available to employees with non-work related injuries, it may be reasonable accommodation to provide light/modified duty to a disabled employee on a temporary basis, if doing so will enable job performance. If not, light/modified duty is not required.
For EEOC Guidance on Reasonable Accommodation and Undue Hardship, click here.