Injured at work

[Heartnurse24]

I've been out of work for the last 7 months. I injured my elbow during a code, I have a torn tendon and have developed problems in my wrist and hand. Im due to have surgery in a few weeks. I'm a med/surg and cardiac/telemetry nurse. Worker's comp has been a nightmare. everything has been so slow.. now, my chronically degenerating back has also been flaring up so that needs attention. I am so discouraged and afraid i may not get my job back. I have only been an RN for a year and then I got injured. I have 30 years experience in the field, (lpn, nurses aide, including supervisory work) but it doesn't help build my RN resume. Does anyone know what my chances of continuing will be? I really enjoy bedside/clinical nursing.. i don't want a desk job. I wanted to delve into travel nursing after I got experience, but this injury really set me back. My job only has to hold my position for a year, and I might be cutting that close with this surgery and recovery time.

[luv2handsanitize]

Hopefully you're on the mend, and you've started rehabbing your injury. If not already, ask that you undergo a functional capacity evaluation to determine what, if any, limitations you still have; and begin a work hardening program to regain function.

Maintain a regular line of communication between you and your healthcare providers, WC and disability TPAs, and your employer regarding your intention to return to work.

To minimize the cost of an employee not working, WC often provides more opportunities for light/modified duty assignments.

Also given that your injury wasn't a short-term condition, you're more likely than not a protected individual under the ADAAA and are entitled to reasonable accommodation that would allow you to perform the essential functions of your job. Per the ADAAA, your employer has to hold your position open for as long as it doesn't create undue burden doing so. What's unduly burdensome for one employer may not be the case elsewhere; it's something greatly determined by an employer's financial and other resources. At minimum, your employer is legally obligated to engage in an "interactive process" with you in order to determine what accommodations are needed and available.