Return To Work Incentive

The science is clear: returning workers to their work environment as soon as practical improves physical and mental health outcomes. Reconnecting injured workers with their colleagues and network improves healing. Conversely, half of workers who have not returned after 12 weeks will never return to work.

Temporary modified (“Light duty”) assignments are a crucial support for recovery.

  •  “Light duty” assignments provide a path to healing and offer increased financial supports to workers.
  • The data shows that light duty work reduces time loss and medical bills.

The PSWCT Return-To-Work Incentive reimburses up to 50% of the base wage for workers brought back on modified or transitional duties within the scope of their physician’s recommendation and with appropriate documentation.

OverviewMember EligibilityClaim EligibilityAbout the IncentivePreparing To ReturnJob Offer LettersDocumenting Reimbursable HoursSubmitting for Reimbursement

Eligibility is continuously assessed and reported in the RTW section of the Member’s Origami Dashboard. If a member wished to RTW a worker whose claim does not appear on the eligibility list, their assigned RTW Manager can assist in assessing eligibility.
Member Districts must be the employer:

  • At the time of injury/occupational illness, OR
  • Whose experience modifier is impacted by the claim because they once employed the worker, OR
  •  Was the last employer to employe the worker when the claim was filed (regardless of whether the claim impacts the member’s experience modifier)
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