If the attending provider restricts your worker from performing his or her usual work, you may ask the attending provider to release your worker to perform light duty or transitional work for you. If the attending provider does so, you may employ your worker consistent with the attending provider's release. You can then receive reimbursement for some of the costs associated with that employment:

(1) Wages: Fifty percent of basic gross wages you paid your worker, for up to sixty-six days actually worked in a twenty-four month period, up to a maximum of ten thousand dollars total wage reimbursement per claim.

(a) Basic gross wages means the basic hourly wages or salary. Basic gross wages do not include tips, commissions, bonuses, board, housing, fuel, health care, dental care, vision care, per diem, reimbursements for work-related expenses, or any other payments.

(b) A partial day worked counts as one day. Example: Your worker works a four-hour shift. This counts as one day out of the sixty-six.

(c) If your worker's single shift spans two calendar days that shift counts as one day. Example: Your worker's single shift starts at 10:00 p.m., November 14th, and continues until 6:30 a.m., November 15th. This counts as one day out of the sixty-six.

(d) The sixty-six days do not have to be consecutive.

(e) If the light duty or transitional work lasts more than sixty-six days, you may choose which sixty-six days to seek reimbursement for.

(f) You may not be reimbursed more than once for the same days worked. For example, if your worker has two active claims you cannot be reimbursed wage subsidies for the same dates on both claims.

(g) We cannot reimburse you for dates you employed your worker that are more than twenty-four months after the earliest day we have already reimbursed on the claim. Example: The first work date for which you were reimbursed was February 1, 2012. Your twenty-four month eligibility period ends January 31, 2014.

(h) You must submit your request for reimbursement within one year of the date the work was performed.

(2) Training costs you incurred to enable your worker to perform the light duty or transitional work, up to one thousand dollars per claim:

(a) Training expenses include the purchase of books or materials, or payment to someone outside your organization to provide training (tuition or fees).

(b) We will not reimburse you for the value of "in-house" training provided by your organization.

(c) You must submit your request for reimbursement within one year of the date of purchase.

(3) Clothing you provided your worker, necessary to perform the light duty or transitional work, up to four hundred dollars per claim:

(a) If you normally provide such clothing to your workers, we cannot reimburse you.

(b) When the work ends, the clothing belongs to your worker.

(c) You must submit your request for reimbursement within one year of the date of purchase.

(4) Tools and equipment you purchased to enable your worker to perform the light duty or transitional work, up to two thousand five hundred dollars per claim:

(a) If you normally provide such tools and equipment to your workers, we cannot reimburse you.

(b) When the work ends, the tools and equipment belong to the employer.

(c) You must submit your request for reimbursement within one year of the date of purchase.