accommodations to their injury or their disability. Stanford management and human resources department at times seem to miss the fact that an employee's workers compensation claim and request for an
accommodation, such as medical leave, modified duties, assisting devices, etc... are different types of issues and should be handled separately.
For instance, just because an employee's workers compensation doctor states that the injured employee is unable to work, doesn't mean that it relieves the employer of the obligation to accommodate that employee as per his/her disability rights under FEHA and do what is reasonably possible to allow that employee to return to work to the same or similar, vacant position, for which that emloyee is qualified. If you are in a similar situation, and you want to retain your employment with Stanford, it is very important that you communicate with both the management and your HR department that you are able and willing to return to work at a certain date, and that you would like to talk to someone about possible accommodations to your medical condition.
Some managers are known for being annoyed by the employees who file workers compensation claims, especially if they file more than one claim over a period of time. These managers often think that just because one employee seems to be faking his or her injury or exaggerating the symptoms, it means that all the other employees do the same. Thus, these managers start viewing all claims with an unfounded skepticism, which is one common source of disability discrimination - treating employees differently because of their disability and/or medical condition and refusing to accommodate them.