Looking for some guidance.
I newly in my role in HR "a team of one" with a company of about 220 employees. An employee was out for about 2 months on STD/LOA and has since returned to work after back surgery. Per release from doctor he should work 8 hrs oppose to 10 per day and on light duty, no lifting, pulling or pushing anything over 10lbs. He's a driver and may have to occasionally lift, pull or push things that he picks up. Let me add we are an industrial contracting company. The thing is his "boss" is asking what if he has no light duty work for him. I personally feel as though the "boss" is purposely looking for something to say. But at any rate how do i proceed. Also, this is not going to be long term on light duty he just had back surgery 6 weeks ago.
I like the idea suggested of finding a completely different task for him for the next few months. It's probably not feasible to pair him with someone in his usual job so they can handle all the parts of the job he can't do right now, and I get the supervisor of a specific workforce not really knowing what to do with him instead. This is your chance to shine by looking for unmet needs elsewhere that he might be able to meet within the limitations of his restrictions.
Discuss with the employee's manager and make a plan considering the employee's current medical situation. It is important that the boss understands that it is important to respect the recommendations about the employee's medical condition, not only because they could legally violate labor rights (I do not know the labor regulations in your country, but at least the ones I know establish as an obligation to comply with the recommendations).
Not only to avoid future legal problems and above all for the care of the employee's health I suggest you even assign light duties temporarily.
Seek support from your immediate superior if the boss puts obstacles, show them that if by forcing his return to normal work injuries could generate major problems.
I suggest that once the Temporary Work Plan is made, you discuss it with everyone involved in covering the tasks that will be temporarily assigned to others. Explain to them that if any of the workers suffers a health problem the whole company will try to do its best for them and that this time it was an employee's turn and that they will expect the solidarity of their colleagues as well. In this way you will also influence the motivation and commitment of the employees who will see that the company cares about their well being even if it generates some difficulties.
Worked in a similar situation at a manufacturing company. Employee broke his foot and had to have light duty. He was brought into the customer service area for his weeks of light duty. Funny thing, it worked out great. He learned what that department did, a connection was made and there was less division between the front of the house and the shop floor afterwards. The company benefited because the shop floor saw them doing the right thing. It benefited everyone. Look for a win win in this. Done the right way, everyone will be impressed.