In Smoot v. KBO, 2013-Ohio-4079, an employer put an employee on light duty based on concerns about his ability to safely work after reviewing a doctor’s permanent partial disability report. When the claimant failed to appear for the light duty job, the company terminated the claimant. The employee later filed a workers’ compensation retaliation action under R.C. 4123.90. The employee alleged the discharge was retaliation his filing for a permanent partial disability award. The court of appeals held there was no evidence causally connecting the employee’s discharge to the filing of a permanent partial disability application. Therefore, the employer was entitled to judgment in its favor. Read the case here.