Keep up-to-date on the programs!

 

Read About Changes: What's new, what's changing and what you want to Know!

Labor and Industries Ship Grant 

 

About SHIP Grants

SHIP is a grant program under the Division of Occupational Safety and Health (DOSH) within the Department of Labor & Industries. SHIP funds Safety & Health (S&H) ideas that prevent workplace injuries, illnesses, and fatalities, and projects for developing and implementing an effective and innovative Return-to-Work (RTW) program for injured workers.

For more information click here.

October 2018

L&I offering grants to help workplace safety and health innovations come to life

 

Tumwater – Every year, hundreds of people are hurt or killed on the job in Washington. The Department of Labor & Industries (L&I) is always looking for ways to make workplaces safer and lower that number. One of those ways is to provide grants for projects and ideas to improve workplace safety and health.

For more information click here.

October 2018

New Center of Excellence at Harborview 
and L&I join forces to offer expanded help with recovery

Tumwater – Burns are among the most painful on-the-job injuries. Each year, hundreds of workers in Washington are burned on the job so severely that they require specialized medical care. The care and support these injured workers receive are key to their recovery and return to work.

For more information click here.

October 2017

Preferred Worker Program
What is the Preferred Worker Program?  ​ 

The Preferred Worker Program is one of our return-to-work incentive programs. We may certify a worker with permanent medical restrictions as a "preferred worker." This certification enables an employer to receive financial incentives when they hire the worker for a medically-approved, long-term job.

 

You may receive:

- Financial protection against subsequent claims,

- Premium relief,

- Bonus payment for continuous employment, and reimbursement for:

- 50% of the base wages paid to the preferred worker,

- Some of the cost of tools, clothing, and equipment the worker needs to do the job.

March 2017

Employer Eligibility

As an employer, you may be eligible for preferred worker benefits if you:

- employ a certified preferred worker in a job approved by the injured worker's health care provider and L&I's vocational professional, and

- have a Washington State Fund workers' compensation account in good standing with L&I, or

- are a self-insured employer who employs a worker who is certified as a preferred worker under a Washington State Fund workers' compensation claim.

 

Injured worker eligibility

As an injured worker, you may be eligible if:

- you have an open claim with L&I, and

- your workplace injury or illness resulted in a permanent loss of physical or mental function which may be a substantial barrier to employment, and from which further medical improvement is not expected, and

- your medical provider has permanently restricted you from returning to your job of injury based on medical findings. 

For more information click here.

Stay at Work Program
About Stay at Work Program  ​ 

Paying employers to help injured workers stay on the job

Stay at Work is one of our financial incentive programs. We reimburse employers for some of their costs when they provide temporary, light-duty jobs for injured workers while they heal.

Eligible employers can be reimbursed for:

- 50% of the base wages they pay to the injured worker.

- Some of the cost of training, tools or clothing the worker needs to do the light-duty or transitional work.

March 2017

Who's eligible?

To be eligible for Stay at Work reimbursements, you, the employer, must:

- Be paying workers' compensation premiums to L&I. (Not available for self-insured employers.)

- Be the employer at the time of injury on the claim, or, for an occupational disease claim, either:

  • Be an employer whose experience rating is affected by the allowed claim because you once employed the worker, or

  • Be the last employer to employ the worker when the allowed claim was filed (even if the claim will not affect your experience rating).

- Give the worker's health care provider a description of the available transitional or light-duty work that clearly indicates the physical requirements for the work.

- Have written approval of the light-duty or transitional work approved from the worker's health care provider.

- Continue any health care benefits the worker had, unless these benefits are inconsistent with the employer's current benefit program for workers.

- Apply within 1 year of incurring the eligible expenses.

What if pays for

What will Stay at Work reimburse employers for?

1. Wage reimbursement - 50% of your injured worker's base wages for the light-duty or transitional work

  • For up to 66 days in which work was actually performed per claim. Fewer than 8 hours still counts as one day.

  • Within a consecutive 24-month period.

  • Up to $10,000 per claim.

2. Expense reimbursement - If, because of the injured worker's unique needs, the employer must make a purchase so the worker can perform the light-duty or transitional work, Stay at Work may pay for the following:

  • Training fees or materials, up to $1,000 per claim. Example: Tuition, books, or supplies.

  • Tools up to $2,500 per claim. Example: Special wrench or keyboard tray.

  • Clothing up to $400 per claim. Example: Steel-toed boots.

*Note: It can't be a cost the employer incurs when hiring other workers to do the same job.

Start with 5 simple steps

After a worker is injured on the job, it's easy to take advantage of Stay at Work benefits.

Here's how:

1. Read the Activity Prescription Form (APF) - The health care provider should send you an APF (F242-385-000) with the medical restrictions of the injured worker. If not, request an APF from the provider or Claim Manager. Read the restrictions prescribed by the provider.

2. Complete the Job Description Form - Write a light-duty job description based on the restrictions provided by the provider. You can find a template for a job description on our website (F252-040-000).

3. Get the provider's approval - Send the job description to the health care provider for his/her approval. The provider's approval is required to receive Stay at Work reimbursements for wages and expenses.

4. Offer the light-duty job to the injured worker - Talk to your injured worker about the benefits of keeping a workplace connection during recovery through light-duty work:

  • Staying connected with your co-workers provides key social and emotional support during recovery.

  • Keeping a full paycheck during recovery helps you financially.

  • Knowing you are valued employee worth supporting during an injury is key to recovery.

5. Apply for wage and expense reimbursements online: APPLY HERE

To learn more about this program click here.

Job Modifications
What is a job modification?

A job modification is an adjustment or alteration to the way a job is performed. The modification may be temporary during recovery or permanent.

Employers can make job modifications independently of the Department of Labor & Industries (L&I). Some workers may be eligible for an L&I benefit assisting with a job modification.

Why should a job be modified?

Modifying a job helps an injured worker return to work more quickly. It typically decreases time-loss and long-term disability.

March 2017

Example of job modification: A worker developed carpal tunnel syndrome as a result of frequently gripping small pliers during mechanical work. His restrictions include reducing the amount of force he uses to grasp tools. Using pliers designed with larger and longer handles will reduce the force.

When does L&I offer financial assistance with job modifications? 

For eligible workers, L&I will provide financial assistance with job modifications. For these workers, L&I may pay for a consultation and special equipment or tools so that the worker can return to their job or a new job.

Who is eligible for the L&I benefit?

A worker may be eligible for the L&I benefit if:

- The worker has an open and allowed claim, and

- The worker is off work or was taken off work in the past, and

- The attending health-care provider placed restrictions on the worker that prevent them from doing their regular or new job.

To learn more click here.