There are a few things I would advise you do as you go down this path with your employer. None of these things may be needed in your case - - but if you were to need them and not have them, it would be to your disadvantage.

1) Start a running log (journal) and record EVERY incident surrounding the who, what, where, when of the things you employer is asking you to do

2) Include your response to any/all of these requests

3) Get specifics whenever vagueness exists. (If you can do something one day or one time, it will be assumed that you can do it as a routine task during a workday.) Never assume the employer has your interests at heart. They may - - or they may not.

4) If you give them any medical excuse from your doctor - it must state specifically what you are unable to .......(fill in the blank) do and for how long. And be sure to keep a copy.

5) Be aware that if a doc's note places restrictions on your ability to do various functions ...or if it specifies 'light duty'... in some states that can allow your employer to place you on short term (or long term depending on the wording of the document) disability leave (assuming you are eligible). From an employers perspective, the progression can be short term disability to long term disability to termination. Again it depends on the state and the employer. Some companies are hardball (policy and procedure driven) - others not so much. And, unfortunately, the economy plays into this. Companies are trying to get everything (and more) from employees!

If Ohio is a 'right to work' state, you really should keep good documentation.

Until you know how this is going to play out, just keep good documentation and hope you never need it!