I am on LTD and a temporary modified work plan. My recovery is slow but I am still medically expected to improve to a further degree (unknown how much or how fast). My employer's HR department is now indicating they want me to move into Medical Duty to Accommodate status. Can they insist on this or can I say NO, and where can I find the implications to any associated risks -- to my hourly wage, permanent role status, LTD status, benefits, pension etc.?

The bulk of your question is actually related to employment law, as opposed to LTD law, so I recommend using our free employment questions website (www.terminationquestions.com) as a starting point instead.

With regard to LTD, if your pay increases, then there will of course be a corresponding increase to the deduction from your LTD top-up (assuming you're still receiving such top-up). In other words, your LTD benefit would be reduced.

In addition, depending on the terms of your specific LTD policy (all policies are different), if your hours or duties increase/change, it could mean that you are no longer entitled LTD benefits at all. But to run that analysis, I would need to see your LTD policy, and speak with you about the specifics of the proposed change in your role at work.