An employee returns to work after recovering from a broken leg but is still not able to perform essential job functions. What is the best course of action?

To assess the situation of an employee returning to work after recovering from a broken leg but still unable to perform essential job functions, the best course of action involves seeking clarification regarding the employee's current limitations and capabilities. Asking the employee to provide written recommendations from their physician is a prudent and essential step because it informs the employer about any ongoing restrictions, accommodations that may be necessary, and the timeline for recovery. This information can help the employer understand the employee's capacity to perform their duties and explore reasonable accommodations in compliance with legal regulations such as the Americans with Disabilities Act (ADA).

Gathering this medical information ensures an informed decision can be made regarding the employee’s role, potential modifications to their work environment, or other necessary adjustments. This approach also respects the employee’s dignity and rights, as they are empowered in the process, contributing to a supportive workplace culture. It is a foundational step before considering alternative options like creating a new position or transferring the employee, as these actions may not be appropriate unless the specific medical recommendations are understood.