Job Analysis Services in Los Angeles & Across California

A job analysis is an objective measurement of what a job physically requires. ErgonomicWorks documents the job's essential functions and physical demands — force, repetition, reach, duration, clearance, and the postures the work requires — as measurements, evaluated against ANSI/HFES 100 and Cal/OSHA Title 8 §5110.

Employers, workers' compensation carriers and third-party administrators, qualified medical evaluators (QMEs), treating physicians, and attorneys use that documented record to make decisions about restrictions, accommodations, and return to work — decisions that need measured job demands, not job descriptions.

Determining Work Restrictions & Accommodations

The treating physician's documented functional restrictions are compared, task by task, against the measured demands of the actual job. The analysis shows precisely where a restriction and a demand conflict — and where they do not — which is the documented core of an accommodation decision.

Supporting Return-to-Work Decisions

With the job's demands measured, a return to full duty, modified duty, or alternative duty is decided against numbers rather than assumptions — which tasks the employee can perform within restrictions today, and which demands set the boundary.

Preventing Reinjury

Where measured demands exceed documented restrictions, the analysis identifies the specific tasks and exposures involved, so the work can be reassigned or restructured before the employee is placed back into the demand that produced the claim.

Objective Documentation for Claims

The report records essential functions, physical demands, and workstation conditions as measurements tied to ANSI/HFES 100 and Cal/OSHA Title 8 §5110 — a documented record the claim file can rely on, written to the standard a claims examiner or legal review would require.

Documentation for Disability Ratings & Apportionment

Physicians and QMEs rate impairment and apportion causation using evidence about what the job actually required. The job analysis supplies that evidence in measured form — the demands side of the record the rating is built from.

Assisting in Disputed Cases

When the parties disagree about what a job requires, an independent measurement of the job itself gives the proceeding a factual record to test both accounts against — produced by a practice with no interest in the outcome.

Phase 01 — Pre-Evaluation Case Triage and Medical Restriction Review.

The referral is scoped against the claim and the documented functional restrictions; inquiries are answered within 24 business hours.

Phase 02 — Spatial Anthropometric and Environmental Measurement.

The site visit is scheduled and the job's documentation assembled in advance.

Phase 03 — Biomechanical Task and Postural Deviation Analysis.

The job's demands are measured where the work is performed — force, repetition, reach, duration, clearance, postures.

Phase 04 — Immediate Mechanical Calibration and Dynamic Trial.

Demands are analysed against the restrictions and the standards; the written report is delivered in 3 to 5 business days.

Phase 05 — Defensible Reporting and Vendor-Neutral Controls.

The report's findings are available to the engaging party for the accommodation, return-to-work, or proceeding decisions that follow.

See the full evaluation process

Who can commission a job analysis?

An employer, its workers' compensation carrier, a third-party administrator, or counsel for any party. The analysis is produced independently and documented the same way regardless of who engages it.

What does a job analysis measure?

The physical demands of the job as it is actually performed: the essential functions, and for each task the force, repetition, reach, duration, and clearance involved, plus the postures the work requires — all documented as measurements against ANSI/HFES 100 and Cal/OSHA Title 8 §5110.

How is a job analysis different from an ergonomic evaluation?

An ergonomic evaluation assesses a person's workstation and produces corrections and a report for that worker's setup. A job analysis documents the job itself — its demands exist independently of who performs it — which is why claims, accommodations, and proceedings use job analyses as their factual record.

What information does the analysis rely on?

The job as observed and measured on site, the employer's job documentation, and the treating physician's documented functional restrictions. Entries reflect functional limitations, not medical diagnoses.

How long does a job analysis take?

A complex job analysis runs 60 to 90 minutes on site. The written report is delivered in 3 to 5 business days after the assessment.

Who receives the report?

The engaging party — employer, carrier, administrator, or counsel — receives the report. From there it enters the claim file and is available to the physicians, QMEs, and decision-makers the matter involves.

ErgonomicWorks · 1410 S Santa Fe Ave, Los Angeles, CA 90021 · (323) 510-5450 · info@ergonomicworks.com · Monday–Friday, 8am–7pm.