State Reimbursing Employees for Some Modification Costs

to Accommodate Injured Workers

Employers: Did you know that the state of California Division of Workers Compensation will compensate you for some of the costs of accommodating injured workers to get them back on the job?

Eligible employers will be entitled to reimbursement through this program for expenses incurred to make workplace modifications to accommodate an employee’s return to modified or alternative work, up to the following maximum amounts:

• $1,250 to accommodate each temporarily disabled employee, for expenses incurred in allowing such employee to perform modified or alternative work within physician-imposed temporary work restrictions; and

• $2,500 to accommodate each permanently disabled employee, for expenses incurred in returning such employee to sustained modified or alternative work within physician-imposed permanent work restrictions; however if an employer who has received reimbursement for a temporarily disabled employee under paragraph (1) is also requesting reimbursement for the same employee for accommodation of permanent disability, the maximum available reimbursement is $2,500. For the purpose of this subdivision, “sustained modified or alternative work” is work anticipated to last at least 12 months.

Reimbursement will be provided for any of the following expenses, provided they are specifically prescribed by a physician or are reasonably required by restrictions set forth in a medical report:

• Modification to worksite;

• Equipment;

• Furniture;

• Tools;

• Any other necessary costs reasonably required to accommodate the employee’s restrictions.

The Administration Director or his or her designee will review each “Request for Reimbursement of Accommodation Expenses,” and within 60 business days of receipt will provide the employer with notice of one of the following:

• Approval of the request, with a check for the reimbursement allowed, with an explanation if less than the maximum amounts;

• Denial of request, with explanation;

• Incomplete or deficient request, indicating additional information or clarification necessary.

In the event there are insufficient funds in the Return to Work Fund to fully reimburse an employer or employers, the Administrative Director shall use the following priority list to establish the amount of reimbursement or whether reimbursement is allowed:

• Employers who have not previously received any reimbursement under this program;

• Employers who have not previously received any reimbursement under this program for the employee who is the subject of the request;

• Employers who are seeking reimbursement for accommodation required in returning a permanently disabled employee to sustained modified or alternative work;

• Employers who are requesting reimbursement for accommodation required by a temporarily disabled employee.

This compensation is offered to employers for accommodating workers whose injuries occurred on or after July 1, 2004.

For more information call Orlanda Vance at the Chamber Benefits Corp. at (619) 544-1325.