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By Dawn Peterson, ROII Claim Field Consultant

Bringing an injured employee back to work can benefit both the employee and the employer, but it is important to follow the right process. A properly documented light-duty job can help the employee stay connected to the workplace, continue earning wages, and avoid unnecessary time away from work.

Here is what employers should know about informal and formal return-to-work options.

What happens after an injury?

When a workplace injury requires medical treatment, the treating provider initiates a claim and files it with the Washington State Department of Labor & Industries (L&I). The provider will typically address the employee’s ability to work during the initial visit, with one of three possible outcomes:

1. The employee is released to work without restrictions.
2. The employee is released to light or modified duty.
3. The employee is unable to return to work.

If the employee is released to light or modified duty, the provider will complete an Activity Prescription Form, commonly called an APF. This form explains what the employee is physically able to do and outlines any work restrictions.

Informal return-to-work

If the employer can accommodate the restrictions listed on the APF, the employee may choose to return to light or modified duty right away. This is considered an informal return to work.

However, an informal arrangement is not binding. It can end at any time, and the employee may then become eligible for time-loss compensation. That is why, in most cases, employers should take the additional steps needed to create a formal return-to-work arrangement.

Formal return-to-work

A ormal return to work begins with a written description of the light or modified-duty job. The description should include the job duties and physical requirements so the treating provider can determine whether the position is appropriate for the employee.

Once the provider approves the job, the employer must offer it to the employee in writing. Your ROII claim representative can help you through this process, including preparing the light or modified-duty job description and written job offer.

If the employee accepts the offer, they can return to work, earn wages, and provide a needed service for the employer. If the employee declines the approved job offer, they may remain eligible for medical benefits but may no longer be eligible for time-loss compensation.

Stay at Work reimbursements

When an employee returns to an approved light or modified-duty position, the employer may be able to request reimbursement through L&I’s Stay at Work program.

The program may reimburse employers for:

• 50% of the employee’s wages for up to 120 working days or $25,000, whichever comes first
• Tools and equipment needed for the employee’s return to work, up to $5,000
• Training or education, up to $2,000
• Clothing, up to $1,000

The wage reimbursement is the benefit employers use most often, but the other reimbursements may also help remove barriers to bringing an injured employee back to work.

The Stay at Work program is funded through premiums already paid by employers. Using these benefits does not negatively affect an employer’s rates or premiums. Instead, reimbursements can help offset the cost of light duty while supporting the employee’s recovery.

A good return-to-work plan benefits everyone

Returning an injured employee to safe, approved work can help them stay engaged, continue earning wages, and transition back to their regular job. It can also help the employer retain an experienced employee, receive needed work, and reduce the claim’s potential impact on future rates and premiums.

The most important step is to act early and follow the formal process. A written job description, provider approval, and written job offer can protect the employer while giving the employee a clear and safe path back to work.

You do not have to navigate the process alone. Contact your ROII claim representative for help developing an appropriate light or modified-duty position, preparing the job description, and creating the written job offer.