An RFC is important at several stages of the 5 step sequential evaluation process, but let’s start with a definition. RFC stands for residual functional capacity, and is an individual’s maximum remaining ability to perform sustained work on a regular and continuing basis. In other words, what can the person do 8 hours a day, for 5 days a week? An RFC is assessed based on all the medical records in a case and is supposed to represent the most a claimant can do, both physically and mentally.
A person’s RFC considers both exertional and non-exertional limitations. Exertional limitations have to do with physical strength and fall into one of seven categories: sitting, standing, walking, lifting, carrying, pushing, and pulling. Non-exertional limitations include any work-related limitation that is not covered by one of the exertional categories. Non-exertional limitations include: mental abilities, vision, hearing, speech, climbing, balancing, stooping, kneeling, crouching, crawling, reaching, handling, fingering, feeling, and environmental restrictions.
If any exertional limitations are involved in a disability claim, then the RFC assessment must include an exertional classification of sedentary, light, medium, heavy, or very heavy work. As a person moves down the list of exertional classifications (for example, from heavy to medium) fewer jobs are available that fall within the person’s RFC. As a result, the lower the exertional classification, the better the claimant’s chances of being found disabled.
Non-exertional limitations can also decrease the number of jobs that fall within a claimant’s RFC. For example, limitations in fingering and handling could exclude assembly jobs, while limitations in interacting with the public could exclude customer service jobs. In future blog posts we will look at RFCs in several different scenarios and examine how they might affect the outcome of case.
