Sedentary Work Exerting up to 10 pounds (4.5 kg) of force occasionally and/or a negligible amount of force frequently or constantly to lift, carry, push, pull, or otherwise move objects, including the human body. Sedentary work involves sitting most of the time, but may involve walking or standing for brief periods of time. Jobs are sedentary if walking and standing are required only occasionally and other sedentary criteria are met.

Light Work Exerting up to 20 pounds (9.1 kg) of force occasionally and/or up to 10 pounds (4.5 kg) of force frequently, and/or negligible amount of force constantly to move objects. Physical demand requirements are in excess of those for Sedentary Work. Light Work usually requires walking or standing to a significant degree. However, if the use of the arm and/or leg controls requires exertion of forces greater than that for Sedentary Work and the worker sits most the time, the job is rated Light Work.

Medium Work Exerting up to 50 (22.7 kg) pounds of force occasionally, and/or up to 25 pounds (11.3 kg) of force frequently, and/or up to 10 pounds (4.5 kg) of forces constantly to move objects.

Heavy Work Exerting up to 100 pounds (45.4 kg) of force occasionally, and/or up to 50 pounds (22.7 kg) of force frequently, and/or in excess of 20 pounds (9.1 kg) of force constantly to move objects.

Very Heavy Work Exerting in excess of 100 pounds (45.4 kg) of force occasionally, and/or in excess of 50 pounds (22.7 kg) of force frequently, and/or in excess of 20 pounds (9.1 kg) of force constantly to move objects.

Job Classification

In most duration tables, five job classifications are displayed. These job classifications are based on the amount of physical effort required to perform the work. The classifications correspond to the Strength Factor classifications described in the United States Department of Labor's Dictionary of Occupational Titles. The following definitions are quoted directly from that publication.

Sedentary Work Exerting up to 10 pounds (4.5 kg) of force occasionally and/or a negligible amount of force frequently or constantly to lift, carry, push, pull, or otherwise move objects, including the human body. Sedentary work involves sitting most of the time, but may involve walking or standing for brief periods of time. Jobs are sedentary if walking and standing are required only occasionally and other sedentary criteria are met.

Light Work Exerting up to 20 pounds (9.1 kg) of force occasionally and/or up to 10 pounds (4.5 kg) of force frequently, and/or negligible amount of force constantly to move objects. Physical demand requirements are in excess of those for Sedentary Work. Light Work usually requires walking or standing to a significant degree. However, if the use of the arm and/or leg controls requires exertion of forces greater than that for Sedentary Work and the worker sits most the time, the job is rated Light Work.

Medium Work Exerting up to 50 (22.7 kg) pounds of force occasionally, and/or up to 25 pounds (11.3 kg) of force frequently, and/or up to 10 pounds (4.5 kg) of forces constantly to move objects.

Heavy Work Exerting up to 100 pounds (45.4 kg) of force occasionally, and/or up to 50 pounds (22.7 kg) of force frequently, and/or in excess of 20 pounds (9.1 kg) of force constantly to move objects.

Very Heavy Work Exerting in excess of 100 pounds (45.4 kg) of force occasionally, and/or in excess of 50 pounds (22.7 kg) of force frequently, and/or in excess of 20 pounds (9.1 kg) of force constantly to move objects.

Tics


Related Terms

  • Chronic Motor Tic Disorder
  • Chronic Vocal Tic Disorder
  • Habit Spasm
  • Tic Disorder
  • Transient Tic Disorder

Differential Diagnosis

  • Akathisia
  • Athetoid movements
  • Autism
  • Carbon monoxide toxicity
  • Chorea gravidarum
  • Chorea in adults
  • Chorea in children
  • Chronic motor or vocal tic disorder
  • Cocaine
  • Complex partial seizures
  • Drug-induced tardive dyskinesia
  • Dystonias
  • Encephalitis lethargica
  • Essential myoclonus
  • Frontal lobe syndromes
  • Hallervorden-Spatz disease
  • Hemiballistic movements
  • Hemifacial spasm
  • Huntington disease
  • Hyperekplexia and other startle syndromes
  • Inherited metabolic disorders
  • Mannerisms
  • Medication-induced movement disorder not otherwise specified
  • Mental retardation
  • Monoamine oxidase a deficiency
  • Movement disorders in individuals with developmental disabilities
  • Myoclonus
  • Neuroacanthocytosis
  • Neuronal ceroid lipofuscinosis
  • Neurosyphilis
  • Obsessive-compulsive disorder (OCD)
  • Paroxysmal dyskinesia
  • Periodic limb movement disorder
  • Restless legs syndrome
  • Rett syndrome
  • Schizophrenia
  • Seizures
  • Spasm
  • Stereotypic movement disorder
  • Stimulants
  • Stroke (infarction)
  • Synkinesis
  • Tardive dyskinesia
  • Tic disorder not otherwise specified
  • Tic douloureux
  • Transient tic disorder
  • Tremor
  • Tuberous sclerosis
  • Wilson's disease

Specialists

  • Clinical Psychologist
  • Neurologist
  • Occupational Therapist
  • Psychiatrist

Comorbid Conditions

  • ADHD
  • Impulsivity
  • Motor hyperactivity
  • Neurologic conditions
  • Obsessive-compulsive disorder
  • Orthopedic problems
  • Skin conditions
  • Substance abuse

Factors Influencing Duration

The severity of the disorder, effectiveness of treatment, and interference with job requirements influence the length of disability. Medication used to treat tics or ADHD can have side effects that may lengthen disability.

Medical Codes

ICD-9-CM:
307.20 - Special Symptoms or Syndromes, Not Elsewhere Classified; Tic Disorder, Unspecified
307.22 - Special Symptoms or Syndromes, Not Elsewhere Classified; Chronic Motor or Vocal Tic Disorder
307.23 - Special Symptoms or Syndromes, Not Elsewhere Classified; Gilles De La Tourettes Disorder; Motor-verbal Tic Disorder

Ability to Work (Return to Work Considerations)

To some extent concerns about gainful employment depend on what parts of the body are affected by the tic and what the job demands are. For example, if there were multiple sudden tics involving the hands, many jobs that require fine dexterity could be off-limits. One example is neurosurgery: a serious injury to the central nervous system caused by a tic-like movement on the part of the surgeon would not be easily reversible. Other jobs involving fine dexterity in which any particular error can be reversed by simply repeating the task to eliminate the error, such as typing, proofreading, and editing, could still be performed by individuals with tics.

Time-limited restrictions and work accommodations are necessary only infrequently, for the most serious cases. In these instances, time-limited restrictions and work accommodations should be determined based on the characteristics of the individual's response to the disorder, the functional requirements of the job and work environment, and the flexibility of the job and work site. Restrictions/accommodations are designed to help maintain the worker's capacity to remain at the workplace without a work disruption or to promote timely and safe transition back to full work productivity, while promoting safety for the individual, coworkers, and any member of the public that might be affected by the tic.

Risk: Depending on the type and severity of tic, it may not be safe for individuals with tics to drive, operate heavy machinery, or work at heights. Those with certain types of persistent complex motor or vocal tics (e.g., obscene gestures, coprolalia) may not be well-suited for interaction with the public.

Capacity: Capacity may be influenced by comorbid conditions (e.g., ADHD, OCD) that may affect the individual’s attention and concentration in the workplace. Individuals taking medication to control their symptoms may require periodic drug testing to ensure that substance abuse or addiction is not an issue.

Tolerance: Tolerance is typically not a concern with this diagnosis. Individuals who are motivated to work will generally find a way to do so, and will be compliant with treatments such as cognitive behavioral and relaxation therapies to help suppress their tics.

Source: Medical Disability Advisor






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