Stay at Work Program
A Financial Incentive for Washington Employers
Payroll Personnel Management System
(PPMS)
Tuyen Manikhoth, Outreach Specialist
Stay at Work Program
360-902-5875
tuyen.manikhoth@lni.wa.gov
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Stay at Work –
It’s the Right Thing to Do!
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.
RCW: 51.32.090
WAC: 296-16A
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It is a Strategy to help get your employee
back to work as soon as possible
Work Shorter Hours
A Different Type of Job
Perform “Light Duty”
What is Included in a RTW Program?
 Written Policy Statement
– Signed by President/CEO/Management
 Written Procedures
– Who, What, Where, When, Why & How
 Ongoing Education
– Eliminates surprises & misunderstanding
 Communication
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FileFast Order Educational Materials – www.FileFast.Lni.wa.gov/about
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Communication is the
To Claim Management &
Return to Work
Injured worker
Health
Care
Provider
Employer
Labor & Industries
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Allows Employee to Maintain
Contact with Co-Workers
Keeps
Employee
Active
May
Reduce
Re-Injury
Shifts:
“Dis-ability”
To
“Ability”
Employee Feels Their
Contributions are Valued
Speeds
Medical
Recovery
Provides
Sense of
Job Security
May Reduce
Risk of
Re-Injury
Reduces
Time Loss
Costs
Lowers costs:
Hiring &
Training
Replacements
Shows
Commitment
to Employees
Loss of
Productivity
Minimized
Maintains
Employer Employee
Relationship
Maintains
Skills of
Injured
Worker
Health effects of “worklessness”:
• 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
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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
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Premiums Paid by Employer
Uninsured Costs
Lost Production
Failure to fill or meet order deadlines
Overhead costs while work was disrupted
Time lost from work by injured employee
Training costs for replacement workers
What is “light duty?”
 Work activity designed to
return a recovering worker to
the workplace in a meaningful
and productive job.
 Work activity that conforms with
the Healthcare Providers guidance.
 Focus on Worker’s Abilities
 “Light Duty/Transitional Duty” A rose by any other name..
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Where is Light Duty found?
 What tasks are not being performed now?
 What tasks are performed occasionally?
 What tasks, if done by injured worker, would free other
employees to do their jobs more efficiently?
 INCLUDE EMPLOYEES IN DEVELOPMENT!
 Job Accommodation Network
www.askjan.org
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Job Description
Employer & Worker Information
Essential Task Duties
Physical Demands
Attending Healthcare
Provider Approval
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RCW 51.32.090(4)(b)
Process for a Light Duty Job to qualify:
 The worker is certified by the provider as able to work at a job other
than their usual work
 The employer furnishes a statement describing the work available
 The provider determines whether the worker is physically able to
perform the work described
 The worker begins the work with the employer.
L&I will use the date the employer submits the job description to the
provider as the first date considered for Stay at Work
reimbursements. The medical provider must still approve the job for
reimbursements to be paid.
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Employer’s Job Description
•
•
•
•
The job description must be in writing.
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 indicate on the
completed activity prescription form that they approve or
deny the written light duty job description sent to them
by the employer.
The employer will need to provide a copy to the injured
worker.
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Early Return to Work Assistance
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KOS, LEP & Stay at Work
 The employer can apply for reimbursement ONLY
for the hours the employee is ACTUALLY working light
duty.
 You will need to keep track of the hours the worker is
working light duty and provide that documentation to us.
 An injured worker can be entitled to Loss of Earning
Power.
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Stay at Work Program
Workers Compensation
REFORMS
Reimbursements are available for Employers:
 Wages
 Training
 Tools / Equipment
 Clothing

Pays
Wage Reimbursement
– 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 (not necessarily consecutive)
– 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
– Reimbursements are per claim
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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Clothing Reimbursement
Clothing
• $400 per claim
• Becomes property of the worker
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Tools/Equipment Reimbursement
Tools/Equipment
• $2,500 per claim
 Tools and equipment become the
property of the employer
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Important Reminders
• 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 can’t continue.
• Claim must be allowed.
• All applications for reimbursement must be submitted
within 1 calendar year of date of light duty.
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Important Reminders, Cont.
• 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.
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How do I apply for “Stay at Work” reimbursements?
Fill-able forms are online
Wage form
(if applying for light-duty or transitional work wage reimbursement)
Expense form
(for related expense reimbursement)
You may apply to be reimbursed for wages and expenses
dating back to June 15, 2011, the date the legislation was
signed by the Governor.
The Stay at Work Webpage
www.stayatwork.lni.wa.gov
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Wage Reimbursement Request
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Expense Reimbursement Request
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What documents are required for
reimbursement?
1. Health care provider’s 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.
4. Payroll records and Time Cards 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.
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Common Application Problems /
Mistakes
 Requesting reimbursement for ineligible time period
 Date of injury, KOS
 No approved Light Duty Job Description
 Lack of records
 Payroll records, time sheets/cards, salaried staff
information, other employee information not redacted
 Application not signed by employer
 Tools/Equipment purchased after worker has returned to
Light Duty
 Not including the daily wage on the reimbursement form
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The Employer did not provide job title of the job of
injury & didn’t give a job title for the light duty job!
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Daily wages were not provided on this reimbursement
form! They only provided week-ending wages.
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Wages were not provided on this reimbursement form!
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Stay At Work
Cumulative Totals from
01-01-12 through 01-30-15:
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Stay at Work - Dashboard
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Have questions about Stay at Work?
•
Visit our website at:
www.stayatwork.lni.wa.gov
•
E-mail the Stay at Work Unit at:
stayatwork@lni.wa.gov
•
Call the Stay at Work Unit at: 1-866-406-2482 or
360-902-4411
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Stay at Work Contacts
 Call or E-mail:
 Bill Smith, MS, MBA, CRC, CPT - Program Manager
smwr235@lni.wa.gov 360.902.4748
 Christopher Ver Eecke, M.Ed, CRC, CCM, CDMS
Vocational Outreach 360.902.4419
verc235@lni.wa.gov
 Joyce Allen, BA
Employer Outreach 360.902.4978
alls235@lni.wa.gov
 Tuyen Manikhoth, Employer Outreach
360.902.4978
phat235@lni.wa.gov
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