Stay at Work Program New Financial Incentive for Washington
Employers April 2012
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1 You dont get injured workers well to put them back to work,
you put them back to work to get them well. - Richard Pimentel Milt
Wright & Associates 1
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2 What is Stay at Work? A legislatively mandated (EHB 2123)
program providing financial incentives for State Fund employers
providing light duty or transitional work to employees recovering
from on-the-job injuries. 2
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3 Less time off work helps lower premiums. Injured workers
maintain their employment and employers retain valuable trained
employees. Continued relationship and communication helps workers
recover faster. Profit margins for employers improve when they
control claim costs. The Stay at Work Program is available at no
cost to the claim. Benefits of early and safe return to work 3
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4 2-3 times the risk of poor health 2-3 times the risk of
mental illness Significant increased risk of depression Significant
increase in overall mortality rate Long term worklessness carries
more risk to health than many killer diseases and more risk than
most dangerous jobs. (e.g. construction, working on an oil rig)
Source: Journal of Insurance Medicine Health effects of being out
of work long term: 4
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Injured workers who are off longer than 6 months have only a
50% chance of ever returning to their job.* Compensable claims on
average cost 37x more than non-compensable claims. ** Nationally,
compensable claims on average cost 44x more than non-compensable
claims. *** Source: *Defense Civilian Personnel Advisory Service
**WA State Department of Labor & Industries. ***National
Council for Compensation Insurance More reasons to utilize light
duty: 5
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6 Wages Training Tools Clothing What reimbursements are
available for employers? 6
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7 Pays 50% of base wage Excluding tips, commissions, bonuses,
board, housing, fuel, health care, dental care, vision care, per
diem, reimbursement for work- related expenses or any other
payments. For Up to 66 days actually worked Up to $10,000 per claim
(whichever comes first.) 24-month period per claim And Employer has
1 year to apply from first day of light duty or transitional work
Wage Reimbursement
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8 Kept on Salary & Stay at Work The employer can apply for
wage, training, tools or clothing reimbursements if the employee is
actually working light duty while being kept on salary. We only
reimburse wages for the hours that the employee is actually working
at the light duty job, not for all of the wages that are paid to
keep them on salary.
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9 The Employers Job Description Form Essential Task Description
Including machinery and tools required Physical Demands Attending
Health Care Provider Approval 9
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10 This form is available on our website:
http://www.lni.wa.gov/FormPub/Detail.asp?DocID=1684 You can use
this form to describe the light duty or transitional work you are
offering to the injured worker. The job description must be in
writing but you do not have to use our form. You may use your own
job description that outlines the light duty or transitional work.
Employers Job Description Form 10
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11 The light duty or transitional work must be approved by the
attending health care provider to qualify for reimbursement. The
attending health care provider can use their completed activity
prescription form to approve or deny the light duty or transitional
work described by employer. You will need to provide a copy to the
injured worker. Employers Job Description Form 11
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12 We have staff located at our regional L&I offices
statewide that are ready to assist with return to work. These staff
include nurses, occupational/physical therapists and vocational
specialists. There is no cost to the claim for this assistance.
Early Return to Work Assistance
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They can also assist you with composing a job offer letter
offering the light duty or transitional job to the injured worker.
You can call your claims manager who can send a referral to the
Early Return to Work Staff to provide you with assistance. Early
Return to Work Assistance
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14 Training Reimbursement For training necessary for the light
duty or transitional work Tuition Books Fees Other necessary
materials $1,000 per claim
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15 Clothing and Tools Reimbursement Clothing $400 per claim
Becomes property of the worker Tools/Equipment $2,500 per claim
Tools and equipment become the property of the employer
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16 Wage subsidy paid to an employer who has an injured employee
working light duty or transitional work. Training costs for
training necessary to do light duty or transition work paid for by
employer. Tools or clothing costs necessary to do the light duty or
transitional job paid for by the employer. Employer Reimbursement
Loss of earning power benefits paid to an injured worker when they
are working a light duty job. Retraining benefits authorized when
an injured worker is unable to return to any work based on their
injury. Job modifications provided to an injured worker to modify
their jobsite enabling the worker to return to work within their
restrictions. compared to Injured Worker Benefit 16 WSAW Claim
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17 You may offer the worker more than one transitional job
within the 66 days if approved by medical provider. Worker may
continue the job beyond the 66 days, but the subsidy cant continue.
Reimbursement for the first three days after injury is payable only
if the worker is restricted on the 14 th day. Labor &
Industries will reimburse eligible return to work costs incurred as
of June 15, 2011. Some important Stay at Work reminders 17
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18 As always, make sure that the worker and the supervisor are
aware of the work restrictions and do not exceed them. Continue any
health care benefits the worker had unless these benefits are
inconsistent with the employers current benefit program for their
workers. Job offer must be consistent with terms of collective
bargaining agreement currently in force. Some important Stay at
Work reminders 18
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19 The Stay at Work Webpage
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20 Wage Reimbursement Request Form 20
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21 Expense Reimbursement Request Form 21
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22 Easy Application process Forms at L&I website:
http://www.lni.wa.gov/main/stayatwork/ 1) Complete and sign the
form 2) Attach required documentation 3) Submit to the Stay at Work
Program
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23 1) Health care providers written certification that the
worker is unable to do usual job. 2) A written job description of
light duty or transitional work. 3) Approval by the attending
health care provider that the worker is physically able to perform
the light duty or transitional work described. What documents are
required for reimbursement? 23
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24 4) Payroll records for duration of light-duty or
transitional work. 5) Receipts for tools, clothing and instruction
purchased that were necessary for the light duty or transitional
work. What documents are required for reimbursement? 24
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25 The Claims and Account Center 25
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26 The Claims and Account Center 26
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27 Our website at: http://www.lni.wa.gov/main/stayatwork/
E-mail the Stay at Work Unit at: [email protected][email protected] Call the Stay at Work Unit at: 1-866-406-2482
or 360-902-4411 Where to find more information about the Stay at
Work Program? 27
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28 Thank you for your interest! Call or E-mail: Michell
Cartwright Employer Outreach [email protected]@lni.wa.gov
(360)902-4978 Bill Smith Program Manager [email protected]
(360)[email protected] Christopher Ver Eecke Vocational
Outreach [email protected]@lni.wa.gov (360)902-4419 28
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Risk Management Part of DOSH Consultation Outreach to employers
educate and assist employers in preventing and managing losses.
GOAL lower premium $$$$$$
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Roofing Risk Class - 0507 @ 2,559 reported FTEs in risk class.
2012 - 5% increase. 2012- 171 risk classes increased; 146 decreased
or stayed same.
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Rating Process Base Rates Experience Rating Retro
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Expected Losses Actual Losses RATE CALCULATION
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Premiums & Light duty RMS can look at your policy for
specific situation. Transitional light duty vs. Permanent light
duty. Severe injury costly claims actuarilly reduced.
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Elements On-going Program Review Management Commitment Claims
Management & Return to Work Safety Human Resources
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RISK MANAGEMENT CONSULTATION Can meet at your place of
business. Geared toward your business. Provide recommendations/
information. Kathy Weber Tacoma & Pennisula 253-596-3925
[email protected]