Accomodating Employee Medical Restrictions
I have an employee who has a doctor's statement restricting lifting to no more than 25 lbs. due to a hernia. The employee is unwilling to have the problem corrected surgically. We have been able to accomodate her thus far by limiting her to jobs within the lifting restrictions. I do not believe this situation qualifies under ADA. How long do I have to accomodate a medical restriction that an employee refuses to have corrected? What are other options?