Toolbox: Return-to-Work - SAIF Corporation

RISK MANAGEMENT
Return to Work
Return-to-Work
SAIF Corporation is committed to helping injured workers return
to work as early as possible. If an injured worker cannot return
immediately to regular work due to physical limitations or
constraints, SAIF return-to-work consultants will work with the
employer and the treating physician to return the injured worker
to a transitional/temporary job. Return-to-work programs play a
major role in controlling claim costs and save millions of dollars
in reduced time-loss payments.
A return-to-work program is an essential part of a company’s
loss control efforts. It can reduce the total number of claims,
contain workers’ compensation claim costs, and encourage
workers to participate in the process, thus enhancing their
awareness of safety and their responsibility in the recovery
process. Proactive return-to-work efforts can be a pricing and
selection advantage for those who perform post-loss cost
containment activities. A sample written program is included in
this section. As with any new written process, check with a legal
professional before implementing, to ensure that it is consistent
with your other written policies.
A return-to-work program simply provides transitional/temporary
jobs, approved by the injured worker’s physician, in order to bring
the worker back to work at the earliest possible time rather than
waiting for the worker to be released for normal work duties.
Communication with all parties–the injured worker, the
attending physician, company management, the immediate
supervisor, and the insurance company–is crucial to the success
of the program. There should also be a provision for monitoring
the transitional/temporary job, until the worker is released for
normal work or the worker’s condition becomes medically
stationary.
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Program benefits
• Injured workers off work longer than six months have only a 50
percent chance of returning to their job. If time loss exceeds one
year, there is a 90 percent chance they will never return to work.
• Return-to-work programs reduce medical costs. The injured worker
heals faster, shortening the time medical treatment is required.
• Return-to-work programs reduce legal costs. Workers are less likely to
feel their rights have been violated causing them to hire legal council.
• Cost reductions resulting from return-to-work programs directly
impact your organization’s workers’ compensation premium rate.
Manage the process
The immediate supervisor serves a key role in making the process
successful. Consistent and on-going communication with the worker is
vital. The process should be treated in a positive, proactive fashion. The
worker in a transitional/temporary job should be made to feel that he or
she is a productive part of the work force. Care and concern should be
expressed by all involved, including the worker’s peers. You should inform
your claims adjuster and/or return-to-work consultant regarding any
changes in the worker’s transitional/temporary work status.
How to get your injured workers back to work and control workers’
compensation costs
1. Find a transitional/temporary job that fits the injury.
Use your Release to Return-to-Work form (a sample is included in
this section) or physician’s release form to determine the physician’s
work restrictions. Then, if possible, identify a suitable
transitional/temporary job within those restrictions. Provide a copy of
this form to your worker and instruct the worker to have their physician
complete the form at each visit and return it to you so that you may
stay updated with their most current work restrictions.
2. Do not wait for the physician to contact you.
Write a description of the transitional job (using the Job Description
form included in this section), identifying the physical requirements of
your transitional/temporary position. When applicable, use the information
previously obtained from your Release to Return-to-Work Form or
other physician’s release information.
Send the job description to the treating physician, introducing the job and
expressing your willingness to accommodate the physical restrictions the
physician identified. Offer to pick up the response, or provide a fax or
contact number to the doctor and ask them to advise you when it is
completed from the physician’s office to speed up the process. Maintain
contact with the physician until you obtain approval.
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3. When you get a physician’s approval of the job description:
Call the injured worker and have him/her come in to your office to go
over the job description (job duties) and sign the Job Offer letter (A
sample is included in this section.) Make sure the work restrictions are
clear to the worker and to all the necessary levels of supervision.
If the duration of the Job Offer is unknown, use “temporary, to be
reviewed periodically”.
If the worker has no phone, is not returning calls, or has moved out of
the area:
Send a written Job Offer letter via both certified (restricted delivery) and
regular mail. This letter should inform the worker that the physician has
released him/her. Use your Job Offer letter (sample included in this section)
to satisfy your legal requirements. Be sure to include a copy of the Job
Description form signed by the physician.
4. Notify your SAIF claims adjuster or return-to-work consultant:
When the worker returns to work.
If the worker refuses the modified work or fails to report to work on the
start date.
If the work available for the worker is less than on the Job Offer letter.
5. Send a copy of the physician's release, the approved Job
Description, and your written Job Offer to the SAIF claims
adjuster and/or return-to-work consultant, along with certified
receipts.
6. Key factors to remember:
In order to ensure compliance with Workers’ Compensation Law, make
sure that you notify your SAIF return-to-work consultant if you have any
questions regarding this process. Remember that in certain situations an
employee may refuse an offer of modified employment and continue to
receive temporary total disability benefits. Those situations are
highlighted on next page.
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ORS 656.268 (4)
(c) …However, an offer of modified employment may be refused by the worker
without the termination of temporary total disability benefits if the offer:
(A) Requires a commute that is beyond the physical capacity of the worker
according to the worker’s attending physician;
(B) Is at a work site more than 50 miles one way from where the worker was
injured unless the site is less than 50 miles from the worker’s residence
or the intent of the parties at the time of hire or as established by the
pattern of employment prior to the injury was that the employer had
multiple or mobile work sites and the worker could be assigned to any
such site;
(C) Is not with the employer at injury;
(D) Is not at a work site of the employer at injury;
(E) Is not consistent with the existing written shift change policy or is not
consistent with common practice of the employer at injury or
aggravation; or
(F) Is not consistent with an existing shift change provision of an applicable
collective bargaining agreement
This statute is further explained in OAR 436-060-0030(5)
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This is a sample policy provided by SAIF as a service to its insureds. Not all provisions
may be applicable to your business. Before adopting any of this return-to-work policy,
you should obtain legal counsel and advice.
Return-To-Work: Sample Policy
(Company Name)
Note: This document is not designed as a substitute for reasonable
accommodation under any applicable federal or state laws, such as Americans
with Disabilities Act, The Rehabilitation Act of 1973, or other applicable laws.
To preserve the ability to meet company needs under changing conditions,
this company reserves the right to revoke, change, or supplement guidelines
at any time with written notice. The policies and procedures in this return-towork
program are not intended to be contractual commitments and they shall
not be construed as such by our employees. This policy is not intended as a
guarantee of continuity of benefits or rights. No permanent employment for
any term is intended or can be implied by this policy.
Objectives:
(Company Name) has developed a return to work policy. Its purpose is to
return workers to employment at the earliest date following any injury or
illness. We desire to speed recovery from injury or illness and reduce
insurance costs. This policy applies to all workers and will be followed
whenever appropriate.
(Company Name) defines “transitional” work as temporary modified work
assignments within the worker’s physical abilities, knowledge, and skills.
Where feasible, transitional positions will be made available to injured
employees in order to minimize or eliminate time loss.
For any business reason, at any time, we may elect to change the working shift
of any employee based on the business needs of this company.
This is optional language that may be included depending upon your business need.
The physical requirements of transitional/temporary work will be provided to
the attending physician. Transitional/temporary positions are then developed
with consideration of the worker’s physical abilities, the business needs of
(Company Name), and the availability of transitional work.
In case of an on-the-job accident
If you have a work-related injury and are missing time from work, contact our
human resources or personnel department or SAIF Corporation for details
regarding time loss.
Transitional temporary work assignment
(Company Name) will determine appropriate work hours, shifts, duration and
locations of all work assignments. (Company Name) reserves the right to
determine the availability, appropriateness, and continuation of all transitional
assignments and job offers.
Communication
It is the responsibility of the worker and/or supervisor to immediately notify
Personnel of any changes concerning a transitional/temporary work assignment.
Personnel will then communicate with the insurance carrier and attending
physician as applicable.
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This is a sample policy provided by SAIF as a service to its insureds. Not all provisions
may be applicable to your business. Before adopting any of this return-to-work policy,
you should obtain legal counsel and advice.
Employee responsibilities
1. Accident reporting:
A. An accident is any unplanned event that disrupts normal work
activities and may or may not result in injury or property damage. All
work-related accidents, injuries, and near misses must be reported
immediately to Personnel.
B. If an accident occurs, but does not require professional medical
treatment, the supervisor should immediately be informed, so that
an accident analysis can be completed. If first-aid treatment is
needed, it should be sought on-site.
C. If an accident occurs which requires professional medical treatment,
the worker should follow the emergency response plan. The worker must
fill out a workers’ compensation 801 form as soon as possible.
2. Worker’s physical condition:
A. If professional medical treatment is sought, the worker should inform
the attending physician (Company Name) has a return-to-work
program with light duty/modified assignments available.
B. The worker should obtain a Release to Return-to-Work form and
completed Job Description form (if available) from Personnel. This
should be provided to the treating physician and should be returned
to Personnel following the initial medical treatment.
3. Worker return to work:
A. If the attending physician releases the worker to return to work, as
evidenced by completion of a Release to Return-to-Work Form
and Job Description Form, the form(s) must be returned to
Personnel, within 24 hours for assignment of light duty/modified
work. The worker must report for work at the designated time. The
worker cannot return to work without a release from the
attending physician.
B. If you return to a transitional/temporary job, you must make sure that
you do not go beyond either the duties of the job or your physician’s
restrictions. If your restrictions change at any time, you must notify
your supervisor at once and give your supervisor a copy of the new
medical release.
4. Worker unable to return to work:
A. If the worker is unable to report for any kind of work, the worker must
call in at least weekly to report medical status.
B. While off work, it is the responsibility of the worker to supply
Personnel with a current telephone number (listed or unlisted) and an
address where the worker can be reached.
C. The worker will notify Personnel within 24 hours of all changes in medical
condition.
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This is a sample policy provided by SAIF as a service to its insureds. Not all provisions
may be applicable to your business. Before adopting any of this return-to-work policy,
you should obtain legal counsel and advice.
Employer responsibilities
1. Accident reporting:
A. The supervisor will conduct an accident analysis on all accidents,
regardless of whether an injury occurs.
B. When an accident occurs which results in injury requiring
professional medical treatment, Personnel will forward a completed
workers’ compensation 801 form to the insurance carrier within five
(5) calendar days of knowledge of the injury or illness.
C. Other information will be forwarded as soon as developed including:
1. Name of worker’s attending physician.
2. Completed Release to Return-to-Work Form from attending
physician and medical documentation, if appropriate.
3. Completed transitional/modified or regular Job Description.
4. Job Offer letter and responses.
D. The supervisor will notify the insurance carrier of any changes in the
worker’s medical or work status as soon as possible.
2. Medical treatment and temporary/transitional duty physical
condition:
A. A Release to Return-to-Work Form and a completed Job
Description form (if available) will be provided to the worker to take
to the attending physician for completion and/or approval.
B. At the time of first medical treatment the Release to Return-to-
Work Form must be completed and returned to Personnel. If one is
not, Personnel will request one from the attending physician.
C. The completed Release to Return-to-Work Form will be reviewed
by Personnel. A temporary/transitional Job Description form will be
prepared from information obtained from the attending physician for
review and approval.
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This is a sample policy provided by SAIF as a service to its insureds. Not all provisions
may be applicable to your business. Before adopting any of this return-to-work policy,
you should obtain legal counsel and advice.
3. Job Offer Letter:
A. Upon receipt of a signed temporary/transitional Job Description
form from the attending physician, a written Job Offer Letter will
be prepared by the employer. It will be mailed by both regular
and certified mail to the worker’s last known address or presented
to the worker.
B. The letter will note the doctor’s approval and will explain the job
duties, report date, wage, hours, report time duration of
transitional work assignment, phone number, and location of the
transitional assignment.
C. The worker will be asked to sign the bottom of the Job Offer
Letter indicating acceptance or refusal of the offered work
assignment.
D. Copies of the Job Description, Work Releases, and Job offer
Letters will be forwarded to the insurance carrier.
4. Supervisor:
A. The supervisor will monitor the worker’s performance to ensure the
worker does not exceed the worker’s physician release.
B. The supervisor will monitor the worker’s recovery progress through
regular contact to assess when and how often duties may be changed.
The supervisor will assess the company’s ability to adjust work
assignments upon receipt of changes in physical capacities.
Worker acknowledgment:
• The return-to-work policy and procedures have been explained to me.
• I have read and fully understand all procedures and responsibilities.
• I agree to observe and follow these procedures.
• I have received a copy of this policy and procedure.
• I understand failure to follow these procedures may affect my
re-employment, reinstatement, and vocational assistance rights.
_____________________________________________________________________
Worker Signature
Date
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Return form to:
Name of worker
RELEASE TO RETURN TO WORK
Claim number
Please fill out this form and return it to us at the address indicated above.
1. Is the worker medically stationary Yes No If yes, date:
(Provide closing information and complete Form
827.)
If no, estimated medically stationary date: Are there permanent restrictions Yes No Unknown
Next scheduled appointment date:
2. Worker is released to:
full duty without limitations Date: (Do not complete lines 3 through 11. Sign below.)
modified duty from (date): through (date): (specify limitations below)
modified hours specify hours: from (date): through (date):
not released to work Est. RTW date:
If modified release, provide date of anticipated regular release:
Hours: No limitations 1 2 3 4 5 6 7 8 Other (specify)
3. In a/an 8 10 12 other -hour workday,
worker can stand/walk a total of
4. At one time, worker can stand/walk
5. In a/an 8 10 12 other -hour workday,
worker can sit a total of
6. At one time, worker can sit
7. The worker is released to return to work in the following range for lifting, carrying, pushing/pulling:
Pounds 100
Occasionally
Frequently
8. Worker can use hands for repetitive: Right Left
a. Fine manipulation Yes No Yes No Dominant hand
b. Pushing and pulling Yes No Yes No Right Left
c. Simple grasping Yes No Yes No
d. Keyboarding Yes No Yes No
9. Worker can use feet for repetitive raising and pushing (as in operating foot controls): Yes No
10. Worker is able to: Continuous
67-100% of the day
Frequently
34-66% of the day
Occasionally
6-33% of the day
Intermittently
1-5% of the day
a. Stoop/bend ------------------ ------------------------ -------------------------- ----------------------- ---------------------
b. Crouch ----------------------- ------------------------- -------------------------- ----------------------- ---------------------
c. Crawl ------------------------- ------------------------- -------------------------- ----------------------- ---------------------
d. Kneel ------------------------- ------------------------- -------------------------- ----------------------- ---------------------
e. Twist ------------------------- ------------------------- -------------------------- ----------------------- ---------------------
f. Climb------------------------- ------------------------- -------------------------- ----------------------- ---------------------
g. Balance----------------------- ------------------------- -------------------------- ----------------------- ---------------------
h. Reach------------------------- ------------------------- -------------------------- ----------------------- ---------------------
i. Push/pull--------------------- ------------------------- -------------------------- ----------------------- ---------------------
11. Other functional limitations or modifications necessary in worker’s employment:
Not at all
Additional comments may be written on back of form.
Signature of medical service provider ∗ Printed name Date
440-3245 (10/05/DCBS/WCD/WEB)
∗ See OAR 436-010-0210 regarding who may provide medical services and authorize time loss.
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EMPLOYER:
ADDRESS:
PHONE/FAX NUMBER(S):
CONTACT PERSON:
JOB TITLE OF WORKER:
LOCATION OF JOB:
JOB DUTIES:
MODIFIED JOB DESCRIPTION
WORKER:
ADDRESS:
PHONE NUMBER:
CLAIM NUMBER:
HOURS PER
DAY/WEEK:
ENDURANCE
Never Intermittent

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Regular work job descriptions
Definition of regular work for the purpose of this section means: an accurate
description of the duties and physical requirements of the position the worker
was performing prior to injury.
There are many reasons your return-to work consultant may request a regular
job description.
• Your consultant may ask you for regular job descriptions in claims
where Permanent Partial Disability (PPD) is anticipated.
• Your consultant will encourage you to complete the job
description with input from your employee whenever possible.
• Your return-to-work consultant or adjuster may recommend in
certain circumstances to have a vocational consultant obtain a
more detailed description of your employee’s regular job.
• A regular job description may be requested in order for the
doctor to clarify the work status.
• Regular job descriptions are sometimes requested as a tool
for the overall management of a claim.
(A sample job description form is included in this section, please contact
your return-to-work consultant for assistance in completing this form)
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EMPLOYER:
ADDRESS:
REGULAR JOB DESCRIPTION
WORKER:
ADDRESS:
PHONE/FAX NUMBER(S):
PHONE NUMBER:
CONTACT PERSON:
CLAIM NUMBER:
JOB TITLE OF WORKER:
HOURS PER
DAY/WEEK:
JOB DUTIES (attach narrative description if available, complete physical requirements below):
ENDURANCE
Never Intermittent

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Job Offer Letter
Date _____________________________________
Name of Employee ____________________________________________________________
Address _____________________________________________________________________
City, State, Zip _______________________________________________________________
SAIF Claim ___________________________________________________________________
Date of Injury ________________________________________________________________
Dear: ___________________________________________ :
Your attending physician, Dr. _________________________ , has released you for modified
work. We have developed a temporary light duty job within the physical restrictions outlined by
your doctor. Your doctor has reviewed and approved a description of the light duty job (see
enclosed job description). The duration of this light duty position will be periodically re-evaluated.
Job title:
Wage: $ per (hour/week/month)
Start time:
Hours per day:
Location:
Start date:
Hours per week:
Duration, if known:
Upon receipt of this job offer immediately contact: ___________________________________
If you receive this letter after the start date of this job, the job will begin 24 hours after your
receipt of this offer. Your workers’ compensation benefits may be adversely affected if you choose
not to accept this job. Under Oregon law, you have the right to refuse an offer of employment
without termination of temporary total disability if any of the following conditions apply:
• The offer is at a site more than 50 mile from where the worker was injured, unless the work
site is less than 50 miles from the worker’s residence, or the intent of the employer and
worker at the time of hire or as established by the employment pattern prior to the injury was
that the job involved multiple or mobile work sites and the worker could be assigned to any
such site. Examples of such sites include, but are not limited to logging, trucking, construction
workers, and temporary employees;
• The offer is not with the employer at injury;
• The offer is not at a work site of the employer at injury;
• The offer is not consistent with existing written shift change policy or common practice of
the employer at injury or aggravation; or
• The offer is not consistent with an existing shift change provision of an applicable union contract.
If you refuse this offer of work for any of the reasons listed in this notice, you should write
to the insurer or employer and tell them your reason(s) for refusing the job. If the insurer
reduces or stops your temporary total disability and you disagree with that action, you
have the right to request a hearing. To request a hearing you must send a letter objecting
to the insurer’s action(s) to the Worker’s Compensation Board, 2601 25th Street SE, Suite
150, Salem, Oregon 97302-1282.
Sincerely,
Name, Title
Department
Telephone
I have read and understand this job offer. I accept this job as offered. Yes ____ No ____
_______________________________________ ___________________
Employee Signature
Date
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Fast Facts about the Employer-at-
Injury Program (EAIP)
Effective 07-01-2005 per OAR 436-105
What is it
The Employer-at-Injury Program was created to encourage employers to help
their injured workers return to work before their claims are closed. The
program offers financial incentives to employers with the opportunity to
modify and create productive work for injured workers while the claim is
open. The program is funded by the Workers’ Benefit Fund assessment and is
part of the Workers’ Benefit Fund. Using the program does not affect
premium or claim costs. It is voluntarily activated by the employer. The
insurer responsible for the claim administers the program, reimburses the
employer, and then requests reimbursement for program costs from the
Department of Consumer and Business Services (DCBS).
Types of assistance
Wage Subsidy— Employers may be reimbursed 50 percent of a worker’s
gross wages while on transitional duty for a maximum reimbursement of 66
work days within a 24-consecutive- month period. Reimbursement is based on
the wages paid to the worker. The request must be at least $200 in gross
wages to be eligible for reimbursement, and only one wage subsidy is allowed
per claim opening. All requests must be completed on SAIF’s wage subsidy
request form (F3312), which can be found at www.saif.com forms library or
by calling 800.285.8525 ext. 3652.
The following types of wages are normally reimbursable:
• Regular • Sick leave
• Overtime • Commissions
• Holiday • Piecework
• Vacation
(not cash-outs)
• Tips as part of taxed
earnings
• Bonuses (only as part of a
written contract)
The following types of wages are not normally reimbursable:
• Discretionary bonuses • Paid leave cash-outs
• Tips (untaxed) • Wages/pay not clearly
explained
• Untaxed expense
reimbursement (i.e.:
Meals, lodging or per
diem)
• The first or last day of the
wage subsidy if it is paid leave
or an appointment time not
provided.
• Benefit
programs/packages
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Wage subsidy requests must be submitted with the following
documentation:
Payroll Records:
• Proof of the total gross wages paid (i.e.: copy of pay stub or
pay register)
• Proof of daily hours worked (i.e.: time cards * or calendar records)
• Identify rate of pay for all wages paid (i.e.: overtime, paid leave,
shift change, etc).
* Time cards must be provided if worker has an hour restriction. If time
cards are not provided for periods without an hour restriction, the gross
wages will be divided by the number of days in the payroll period and an
average calculation will be done. Note: This could decrease the amount
reimbursed.
Medical Releases:
• Any work releases that were provided to you regarding the accepted
condition.
Work-Site Modification – $2,500 maximum
A work-site modification alters a work site by renting, purchasing,
modifying or supplementing equipment, or changing the work process, so a
worker can return to work within the specific written restrictions given by the
medical provider. The form of modification will be determined based on the
worker’s inability to perform the job due to the restrictions.
Example: The worker must help lift patients; the restriction is no lifting
over 20 lbs. The employer can overcome this obstacle by purchasing a
patient lift.
Return-To-Work Purchases
The purchases shall be the minimum purchases required for the worker to
return to the transitional work. Purchases can be for the creation of a
worksite and/or position that is within the employer’s course and scope of
trade or profession, or for skills building requirements.
Tools and equipment — $1,000 maximum
These are reimbursable when the item is mandatory for the
worker to do the job, and it does not have to be specific to the
worker’s restrictions. However, the worker must be able to use
the item and stay within the restrictions.
Example: The employer created transitional work in the office
entering data. The employer does not have a computer available.
Purchasing a computer is needed for the worker to do the job.
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Tuition, books and fees, and materials — $1,000 maximum
These are reimbursable when a class or course of instruction is
needed to enhance an existing skill or develop a new skill
when skills building is used as transitional work or when
required to meet the requirements of the job. Instruction must
be provided by an entity accredited or licensed by an
appropriate body, or be an accredited online or accredited selfstudy
course. When skills building is the transitional work, the
worker must agree in writing to take the class or course of
instruction.
Example: The worker that needed the computer also needed
training on the computer. The employer wants to send the
worker to a two-day class for training on the program.
Clothing — $400 maximum
Clothing is reimbursable when it is required for the job.
Clothing the employer normally provides and/or the worker
already possesses is not reimbursable.
Example: The worker normally works in construction and the
transitional work is in the office and requires business clothing.
The worker doesn’t own business clothes.
Other Things You Should Know:
• Modifications must be provided for and used by the worker during the
Employer-at-Injury Program.
• Worker’s restrictions must be known on or prior to the date the worksite
modifications are initiated.
• Purchases do not include items the worker possesses or duplicate
work-site modification items.
• All return-to-work purchases and work-site modification items become
the employer’s property upon the end of the Employer-at-Injury
Program, except for modification items unique to the worker, such as
clothing or a custom-designed tool to adapt the worker’s prosthesis to
a job-related task. Such items become the worker’s property.
• The division has the discretion to deny any reimbursement of the
Employer-at-Injury Program assistance it determines is not
reasonable, practical, or feasible, or considers an abuse of the
program.
• SAIF Corporation will reimburse employers for eligible requests prior to
SAIF receiving reimbursement from DCBS and/or SAIF Corporation can
accept billing from the vendor to pay them directly.
Contact your SAIF Return-to-Work Consultant prior to making a work-site
modification or return-to-work purchase to ensure correct processing and to
facilitate necessary documentation.
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Eligibility Requirements
The employer:
• Has and maintains Oregon workers’ compensation insurance coverage
during and through the Employer-at-Injury Program.
• Is the employer-at-injury as defined in OAR 436-105-0005
(Employer-at-Injury means the organization in whose employ the
worker sustained the injury or occupational disease, or made the
claim for aggravation).
• Is re-employing an eligible worker while the worker’s claim is still open.
The worker:
• Has an accepted Oregon compensable injury or occupational disease.
EAIP Begins
EAIP begins when specific work restrictions are known, and all of the above
eligibility requirements have been met.
There are two types of medical releases that qualify under these rules:
A. A medical release that states the worker’s specific restrictions; or
B. A statement by the medical service provider that indicates the worker
is not released to regular employment accompanied by an approval of
a job description, which includes the job duties and physical demands
required for the transitional work. Note: For this type of work release
to start the program the doctor would have to have signed the job
description on or after June 8, 2003.
• Medical releases for “light work,” “light duty,” or “modified work”
without other specific restrictions, are not considered acceptable
cited restrictions to start the EAIP. An employer or insurer may get
clarification about a medical release from the medical service
provider who issued the release anytime prior to submitting the
reimbursement request.
• “Transitional work must be within the employers course and scope
of trade and profession,” unless the work is skills building. For
questions regarding this requirement please contact your SAIF
Return-to-Work Consultant.
EAIP Ends
The insurer must end the program when the first of the following occurs:
• The worker’s claim is closed.
• The worker or employer no longer meets the eligibility requirements.
• The Employer-at-Injury Program reimbursement is requested
(submission of wage subsidy form).
• Sanctions under OAR 436-105-0560 preclude eligibility.
Note: The insurer may end the Program at any time while the worker’s claim
is open.
© SAIF Corporation Page 21 of 25 S-825 January 2007

Risk Management Return to Work
www.saif.com
Other Things You Should Know
• A medical release must cover the period wages that are to be
reimbursed.
• If a medical provider gives restrictions for a specific period of time (or
the worker misses a follow-up appointment), the worker must get a
continued work release within 14 days from the date the restrictions
end (or from the date of the missed appointment) or the work release
expires.
• A medical release with no specific end date or follow up appointment
expires in 30 days. If the worker does not get a continued work
release within the 30 days, the work release expires.
• Doctors cannot backdate work releases to cover lapse in authorization
of work releases.
• All requests for reimbursement must be submitted to SAIF
Corporation within one year from the end date of the program. SAIF
Corporation encourages you to submit your request as soon as you
can identify a program end date to assure timely submission.
SAIF Corporation developed this information as a quick reference
guide on how to access benefits from the Employer-at-Injury
Program. For actual rule quotes, refer to OAR 436-105. Please
contact your SAIF Return-to-Work Consultant with any questions at
800.285.8525.
How to apply:
To access the EAIP program, contact your return-to-work consultant, as
employers apply for assistance to these programs through SAIF
Corporation. Because of our strong belief in the return-to-work concept
we would be happy to assist you in developing a tracking/submission
plan. We will also help guide you through the eligibility requirements
and accurately complete the necessary documents to qualify (Samples of
the required forms for the Employer-At-Injury Program are included in
this section or can be found at SAIF’s website www.saif.com, and
clicking on Find a form.) Once a claim has been found eligible, SAIF
reimburses the employer for expenses incurred and the Department of
Consumer and Business Services reimburses SAIF.
© SAIF Corporation Page 22 of 25 S-825 January 2007

Risk Management Return to Work
www.saif.com
Preferred Worker Program
This program was created to encourage the reemployment of qualified
Oregon workers who have permanent disabilities from on-the-job injuries
and who are not able to return to their regular work because of those
injuries. It may be used both with the employer-at-injury or with a new
employer. Program incentives to employers include:
Premium Exemption
Claim Cost
Reimbursement
Wage Subsidy
Obtained
Employment
Purchases
Work-Site
Modification
An employer does not pay workers’ compensation
insurance premiums or premium assessments on
a preferred worker for up to three years from the
date the worker starts work. Request for
premium exemption must be reviewed and
approved by the Department of Consumer and
Business Services (DCBS).
If a preferred worker has a new injury during the
premium exemption period, DCBS will reimburse
claim costs to the insurer, and the claim will not
increase the employer’s workers’ compensation
rates.
DCBS will reimburse an employer 50 percent of a
Preferred Worker’s first six months’ wages.
DCBS may reimburse the employer for the cost of
items purchased to help the worker obtain a job or
to continue employment. Examples of these
expenses are: tuition and books, tools and
equipment, clothing required for the job, moving
expenses, and rental allowance.
DCBS may reimburse the employer for tools,
equipment, and work-site redesign needed to help the
worker to overcome injury-caused limitations and do
the job.
Only WCD can determine eligibility for the Preferred Worker Program and its
benefits. Call (toll free in Oregon) 800.445.3948 between 8 a.m. and 5 p.m. to
have questions answered and learn more about the program benefits.
© SAIF Corporation Page 25 of 25 S-825 January 2007