Stay at Work Program New Financial Incentive for Washington Employers April 2012

1 You don’t 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

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

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

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

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

6 Wages Training Tools Clothing What reimbursements are available for employers? 6

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

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.

9 The Employer’s Job Description Form Essential Task Description Including machinery and tools required Physical Demands Attending Health Care Provider Approval 9

10 This form is available on our website: 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. Employer’s Job Description Form 10

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. Employer’s Job Description Form 11

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

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

14 Training Reimbursement  For training necessary for the light duty or transitional work Tuition Books Fees Other necessary materials  $1,000 per claim

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

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

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 can’t 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, Some important Stay at Work reminders 17

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

19 The Stay at Work Webpage

20 Wage Reimbursement Request Form 20

21 Expense Reimbursement Request Form 21

22 Easy Application process Forms at L&I website: 1) Complete and sign the form 2) Attach required documentation 3) Submit to the Stay at Work Program

23 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. What documents are required for reimbursement? 23

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

25 The Claims and Account Center 25

26 The Claims and Account Center 26

27 Our website at: the Stay at Work Unit at: Call the Stay at Work Unit at: or Where to find more information about the Stay at Work Program? 27

28 Thank you for your interest!  Call or  Michell Cartwright – Employer Outreach (360)  Bill Smith – Program Manager  Christopher Ver Eecke – Vocational Outreach (360)

Risk Management Part of DOSH Consultation Outreach to employers – educate and assist employers in preventing and managing losses. GOAL – lower premium $$$$$$

Roofing Risk Class - 2,559 reported FTE’s in risk class % increase risk classes increased; 146 decreased or stayed same.

Rating Process Base Rates Experience Rating Retro

Expected Losses  Actual Losses RATE CALCULATION

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.

Elements On-going Program Review Management Commitment Claims Management & Return to Work Safety Human Resources

RISK MANAGEMENT CONSULTATION Can meet at your place of business. Geared toward your business. Provide recommendations/ information. Kathy Weber –Tacoma & Pennisula